Key Responsibilities and Required Skills for a Job Evaluation Analyst

🎯 Role Definition

At the heart of a strategic Human Resources function, the Job Evaluation Analyst serves as the architect of organizational equity and structure. This pivotal role is responsible for systematically analyzing and assessing positions across the enterprise to determine their relative value and appropriate placement within the company's job framework. By applying established methodologies and deep market analysis, the Job Evaluation Analyst ensures that the organization maintains internal equity, external competitiveness, and a clear, logical career architecture. This is not merely a technical function; it is a consultative role that partners with business leaders and HR colleagues to build a foundation for talent attraction, development, and retention.

📈 Career Progression

Typical Career Path

Entry Point From:

Compensation Coordinator or Analyst
HR Generalist with an analytical focus
HR Analyst or People Analytics Specialist

Advancement To:

Senior Job Evaluation Analyst / Senior Compensation Analyst
Compensation Manager or Total Rewards Manager
HR Business Partner (with a strategic compensation focus)

Lateral Moves:

People Analytics or HRIS Specialist
HR Project Manager
Talent Management Specialist

Core Responsibilities

Primary Functions

Conduct comprehensive job analyses by interviewing employees and managers, administering questionnaires, and observing job performance to capture the full scope of a role's responsibilities, complexities, and requirements.
Develop, write, and maintain clear, concise, and legally compliant job descriptions that accurately reflect a position's duties, purpose, qualifications, and reporting structure.
Evaluate new and existing roles using formal job evaluation methodologies (e.g., Hay Group, Mercer IPE, Willis Towers Watson) to ensure a consistent and objective assessment of job size and internal value.
Manage and execute the job evaluation process during reorganizations, acquisitions, and restructures, ensuring all roles are assessed consistently and aligned with the new business strategy.
Participate in, and analyze data from, third-party compensation and salary surveys to benchmark the organization's pay practices against relevant labor markets and industry peers.
Perform detailed market pricing analyses for individual positions, job families, and geographic locations to inform salary structure development and ensure external competitiveness.
Design, build, and maintain the company's job architecture and career frameworks, creating transparent and logical career paths that support employee growth and development.
Act as the primary subject matter expert on all matters related to job evaluation, providing consultative guidance and expert advice to HR Business Partners, Talent Acquisition, and business leaders.
Administer and govern the job titling and job code structure within the Human Resources Information System (HRIS), ensuring data integrity and consistency across all systems.
Lead and conduct periodic audits of job descriptions and evaluation outcomes to ensure they remain current, accurate, and aligned with evolving business needs and market trends.
Drive or significantly contribute to major compensation projects, including salary structure redesign, pay equity audits, and the development of new compensation programs.
Prepare and present detailed analytical reports, findings, and strategic recommendations on job evaluation, market data, and compensation trends to senior management and HR leadership.
Ensure all job evaluation and classification activities comply with relevant legal and regulatory standards, including the Fair Labor Standards Act (FLSA) and global pay equity legislation.
Partner closely with the Talent Acquisition team to provide timely market data, job leveling, and salary range recommendations for candidate offers, promotions, and transfers.
Develop and deliver training programs for managers and HR colleagues on job evaluation principles, the use of career frameworks, and effective job description writing.

Secondary Functions

Respond to and resolve complex, escalated inquiries from managers and employees regarding job classifications, salary ranges, and career progression opportunities.
Assist in the annual merit review and bonus administration cycles by providing analytical support, data validation, and reporting.
Research and monitor emerging trends, best practices, and new technologies in the fields of compensation, job evaluation, and rewards to drive continuous improvement.
Perform ad-hoc analysis and modeling to assess the financial impact of proposed compensation program changes or organizational structure adjustments.
Support internal pay equity studies by gathering job content information, analyzing data, and helping to identify and remediate potential disparities.
Collaborate with the HRIS and People Analytics teams to enhance compensation-related system functionalities, reporting, and dashboards.
Contribute to the development and communication of Total Rewards statements and other materials designed to educate employees on the value of their overall compensation package.

Required Skills & Competencies

Hard Skills (Technical)

Job Evaluation Methodologies: Deep proficiency in at least one formal point-factor job evaluation system (e.g., Hay Group, Mercer IPE, WTW Global Grading System).
Advanced Excel: Mastery of Microsoft Excel for data analysis, including complex formulas, pivot tables, vlookups/xlookups, and financial modeling.
Market Pricing & Survey Analysis: Extensive experience using compensation survey platforms (e.g., Radford, Mercer, CompAnalyst) and matching jobs to survey data.
Quantitative & Analytical Skills: Strong ability to manipulate and interpret large, complex datasets, identify patterns, and synthesize findings into actionable insights.
HRIS Proficiency: Hands-on experience with the compensation and job management modules of major HRIS platforms like Workday, SAP SuccessFactors, or Oracle HCM.
Legal Compliance Knowledge: Solid understanding of compensation-related legislation, including FLSA, the Equal Pay Act, and emerging pay transparency laws.
Statistical Analysis: Familiarity with applying statistical concepts and software (e.g., R, SPSS) to conduct pay equity analysis is highly desirable.

Soft Skills

Analytical Mindset: A natural curiosity and structured approach to deconstructing problems, validating assumptions, and solving complex challenges with data.
Attention to Detail: An unwavering commitment to accuracy and precision when handling sensitive employee data and conducting evaluations.
Consulting & Influencing: The ability to build credibility and guide stakeholders at all levels, effectively explaining complex topics and gaining buy-in for recommendations.
Discretion & Confidentiality: A high degree of professional integrity and the ability to handle highly sensitive and confidential information with sound judgment.
Communication & Interpersonal Skills: Excellent written and verbal communication, with a talent for translating technical data into a clear, compelling narrative for diverse audiences.

Education & Experience

Educational Background

Minimum Education:

Bachelor's Degree

Preferred Education:

Bachelor's or Master's Degree in a relevant field.
Professional certification such as Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) is highly valued.

Relevant Fields of Study:

Human Resources
Business Administration
Finance or Economics
Industrial-Organizational Psychology

Experience Requirements

Typical Experience Range:

3-7 years of direct, progressive experience within a compensation, total rewards, or dedicated job evaluation function.

Preferred:

Experience in a large, matrixed, or global organization with a formal job architecture and evaluation framework.
Proven track record of managing job evaluation projects and partnering directly with senior business leaders.