Compensation Analyst Lead

About the Department

Position Duties

• Compensation Methodology and Market Analysis: Leads the development, documentation, implementation, and ongoing refinement of the City’s compensation methodology. Conducts complex market-pricing and compensation analyses, evaluating competitive positioning, internal relationships, pay compression, and cost implications. Analyzes compensation surveys, identifies appropriate labor-market comparisons, and ensures market-pricing practices are consistently and equitably applied. Develops data-informed recommendations supported by quantitative and qualitative analysis. Classification and Job Evaluation: Leads classification studies and job evaluations using the City’s established classification methodology. Analyzes job responsibilities, organizational relationships, required knowledge and skills, decision-making authority, and other relevant factors. Develops and maintains job descriptions, job families, career paths, and levels. Partners with departments and HR Business Partners to validate job content while preserving the integrity and consistent citywide application of the classification framework. Salary Structures and Compensation Programs: Leads the design, analysis, implementation, and ongoing maintenance of salary structures, pay ranges, and compensation programs. Evaluates proposed changes for market competitiveness, internal alignment, compression, fiscal impact, and consistency with the City’s compensation philosophy and methodology. Documents standards and processes to support transparent, sustainable, and consistent compensation practices. Technical Leadership and Work Coordination : Provides senior technical leadership for compensation and classification work. Coordinates work assignments and deliverables; provides coaching, technical guidance, and quality review; and promotes consistent application of established standards and methodologies. Serves as a technical resource to other team members and promotes collaboration across HR teams and organizational stakeholders. May coordinate and provide technical direction to the work of others but does not have primary responsibility for hiring, performance management, discipline, or other formal supervisory functions. Annual Compensation Processes: Provides technical leadership and analytical support for annual compensation processes, including market reviews, salary structure updates, pay-range adjustments, and other compensation planning activities. Develops timelines, tools, analyses, and recommendations; coordinates activities across stakeholders; and reviews outcomes to support accuracy and consistent implementation. Consultation and Decision Support: Serves as a senior technical resource to HR professionals, managers, and department leadership on compensation and classification matters. Translates complex data and analysis into clear recommendations, options, risks, and tradeoffs. Prepares executive-level presentations, reports, decision materials, and educational resources. Identifies and escalates matters requiring broader strategic, policy, legal, or organizational direction. Project Leadership and Quality Assurance: Leads compensation and classification projects involving multiple stakeholders and significant organizational impact. Establishes scope, work plans, milestones, roles, and deliverables; identifies risks and dependencies; monitors progress; and drives work through completion. Establishes quality-control practices and reviews complex analyses and recommendations to support accuracy, consistency, and adherence to City compensation and classification methodology. Performs other duties as assigned. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this position at any time.

Salary Structures and Compensation Programs

• Leads the design, analysis, implementation, and ongoing maintenance of salary structures, pay ranges, and compensation programs. Evaluates proposed changes for market competitiveness, internal alignment, compression, fiscal impact, and consistency with the City’s compensation philosophy and methodology. Documents standards and processes to support transparent, sustainable, and consistent compensation practices.

Minimum Qualifications

• Required Knowledge, Experience, And Training Bachelor’s degree in human resources, business, finance, economics, statistics, public administration, or related field, and four years progressively responsible compensation, classification, HR analytics, or related experience and demonstrated experience with market pricing, job evaluation, salary structures, classification work, data analysis, and complex compensation problem-solving or an equivalent combination of experience and education. Knowledge of: relevant municipal, state, and federal laws and regulations (e.g., ADA, Title VII of the Civil Rights Act of 1964, FMLA); compensation best practices, including salary survey methodologies, market analysis, and pay structure development; principles and practices of human resources and employee relations, including classification, job analysis, recruitment, compensation administration, and performance management; fundamentals of public administration, recordkeeping, and reporting; training and development strategies; and modern computer applications, databases, and web-based systems. Ability to: research, analyze and interpret data; draw sound conclusions, make recommendations, and implement solutions; interpret and apply laws, policies, and regulations; supervise and train employees; prepare and present information in a clear and concise manner; plan, coordinate and implement special projects; respond to strategic and organizational issues, concerns, and needs; provide training and guidance regarding human resource programs, employee regulations, and organizational initiatives to a broad array of audiences; maintain strict confidentiality; exercise tact and diplomacy when dealing with sensitive, complex, and confidential information; demonstrate skill in building consensus and problem solving; communicate effectively in the English language at a level necessary for efficient job performance; perform all essential and marginal functions as assigned by an authorized employee, supervisor and/or manager with or without reasonable accommodation. Preferred Knowledge, Experience, And Training Master’s degree in human resources, business, finance, economics, statistics, public administration, or related field, and six years of progressively responsible experience in compensation, classification, HR analytics, or related experience and demonstrated experience with market pricing, job evaluation, salary structures, classification work, data analysis, and complex compensation problem-solving or an equivalent combination of education and/or experience. Certified Compensation Professional or Senior Human Resources certification. Special Requirements Applicants must be able to pass: City of Boise background check processes which includes a criminal history check and reference checks in accordance with the City of Boise Hiring Process Regulation Criminal Justice Information System background check (CJIS) Hybrid Work Eligible
• Bachelor’s degree in human resources, business, finance, economics, statistics, public administration, or related field, and four years progressively responsible compensation, classification, HR analytics, or related experience and demonstrated experience with market pricing, job evaluation, salary structures, classification work, data analysis, and complex compensation problem-solving or an equivalent combination of experience and education.

Other Qualifications

• The physical effort characteristics and working environment described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical Efforts While performing the duties of this job the employee is rarely lifting/carrying up to 10 pounds. Also, the employee is rarely pushing/pulling up to 10 pounds. Work includes sensory ability to talk, hear and touch. Work in this position also includes close vision. Employees will sit. Position requires hand/finger dexterity. Working Environment The work environment will include inside conditions.

Top talent deserves top-notch benefits.

• The City is among the best in the Treasure Valley when it comes to the benefits and perks we offer our employees. Most positions are eligible for the general benefits listed here; firefighters, police officers, senior managers, command staff, and directors may be offered other benefit plans. Healthcare: ZERO premium medical coverage option for you and your family Low-cost dental and vision options Post-employment health savings account Retirement and Investment Plans: Required participation in PERSI Base Plan retirement benefits with standard employee and City contribution rates 401(k) or 457b pre-tax investment options with employer match 457b Roth after-tax investment options with no match WellBeing Program: Up to $500 cash per year for participants Alternative transportation incentives Paid Leave – City employees receive generous paid leave: 10 hours of vacation per month, and this increases the longer you stay with the City 12 paid holidays every year 8 hours of sick leave per month 10 weeks Parental Leave Life & Long Term Disability: Basic Life insurance at no cost to you Long Term Disability insurance at no cost to you Other optional benefits : Pre-tax Flexible Spending Accounts Supplemental Life Insurance Supplemental Disability Insurance Tuition reimbursement Free local bus pass Corporate discount programs AFLAC Employee Assistance Program for short-term counseling on work, family, finances, and personal issues Please visit our website for further details mybenefits.cityofboise.org
• ZERO premium medical coverage option for you and your family
• Low-cost dental and vision options
• Post-employment health savings account
• Required participation in PERSI Base Plan retirement benefits with standard employee and City contribution rates
• 401(k) or 457b pre-tax investment options with employer match
• 457b Roth after-tax investment options with no match
• Up to $500 cash per year for participants
• Alternative transportation incentives
• 10 hours of vacation per month, and this increases the longer you stay with the City
• 12 paid holidays every year
• 8 hours of sick leave per month
• 10 weeks Parental Leave
• Basic Life insurance at no cost to you
• Long Term Disability insurance at no cost to you
• Pre-tax Flexible Spending Accounts
• Supplemental Life Insurance
• Supplemental Disability Insurance
• Tuition reimbursement
• Free local bus pass
• Corporate discount programs
• AFLAC
• Employee Assistance Program for short-term counseling on work, family, finances, and personal issues

Supplemental Questions