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Key Responsibilities and Required Skills for a Job Evaluation Coordinator

💰 $65,000 - $85,000

Human ResourcesCompensation & BenefitsTalent Management

🎯 Role Definition

As a Job Evaluation Coordinator, you are the cornerstone of our organizational design and compensation philosophy. You will be instrumental in creating a fair, equitable, and transparent job architecture that supports our talent strategy. This role involves a deep-dive analysis of every position within the company, applying rigorous evaluation methodologies to determine its relative value. You will partner with business leaders and HR partners to write clear job descriptions, benchmark roles against the market, and ensure our compensation structures are both competitive and internally consistent. Your analytical expertise will directly impact how we attract, retain, and motivate top talent, making you a key player in our Total Rewards team.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Generalist
  • Compensation Assistant / Analyst
  • HR Coordinator

Advancement To:

  • Senior Compensation Analyst
  • Compensation Manager
  • HR Business Partner (with a focus on total rewards)

Lateral Moves:

  • HR Analyst (People Analytics)
  • HR Generalist / Business Partner
  • Talent Management Specialist

Core Responsibilities

Primary Functions

  • Conduct comprehensive job analysis through interviews with employees, managers, and stakeholders to gather detailed information on job duties, responsibilities, skills, and outcomes.
  • Write, edit, and maintain a centralized library of accurate, compliant, and consistently formatted job descriptions that clearly articulate role expectations and qualifications.
  • Apply established job evaluation methodologies (e.g., Hay Group, Mercer, point-factor systems) to systematically assess and classify new and existing positions into the appropriate job grade and salary range.
  • Manage the end-to-end job evaluation request process, from initial intake and consultation with managers to final classification and communication, ensuring a seamless and transparent experience.
  • Serve as the primary subject matter expert for managers and HR colleagues on all matters related to job architecture, job evaluation, and classification principles.
  • Participate in and analyze data from third-party salary surveys to benchmark company positions against the external market, ensuring our compensation remains competitive.
  • Analyze market data, salary trends, and internal pay structures to provide data-driven recommendations for adjustments to salary ranges, job grades, and the overall compensation framework.
  • Ensure the consistent and equitable application of job evaluation standards across all departments and business units to maintain robust internal equity.
  • Perform regular audits of existing positions and job families to ensure they remain accurate, relevant, and correctly classified within our organizational structure.
  • Collaborate closely with the Talent Acquisition team to evaluate and grade new roles prior to recruitment, ensuring proper alignment with our compensation strategy.
  • Maintain the integrity of all job-related data within the Human Resources Information System (HRIS), including job codes, titles, grades, FLSA status, and other critical fields.
  • Provide analytical support and impact analysis for large-scale organizational design or restructuring projects, including mass job re-evaluations and career pathing initiatives.
  • Develop and deliver training materials and resources for managers and HR staff on effective job description writing, the job evaluation process, and our compensation philosophy.
  • Guide and advise managers through the process of creating new roles or proposing significant changes to existing ones, ensuring alignment with business needs and organizational principles.
  • Administer the corporate job titling governance process to ensure consistency, clarity, and market relevance of titles used across the organization.
  • Support the annual salary review, merit increase, and bonus cycles by providing accurate job classification data and foundational compensation analysis.
  • Partner with HR Business Partners to address and resolve complex compensation and job classification escalations or employee inquiries with tact and precision.
  • Research and stay current on best practices, emerging trends, and federal/state/local legal requirements in compensation, job classification, and pay equity.
  • Conduct Fair Labor Standards Act (FLSA) exemption tests to determine and document if positions are correctly classified as exempt or non-exempt from overtime.
  • Prepare detailed reports, dashboards, and presentations on job evaluation outcomes, market analysis, and compensation metrics for HR leadership and business stakeholders.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis related to compensation and organizational structure.
  • Contribute to the evolution of the organization's Total Rewards strategy and roadmap.
  • Collaborate with business units to translate their evolving talent needs into structured job architecture and compensation requirements.
  • Participate in regular meetings with HR and business leaders to review compensation strategies and outcomes.

Required Skills & Competencies

Hard Skills (Technical)

  • Job Evaluation Methodologies: Demonstrable experience with point-factor, market pricing, or established systems like Hay Group or Mercer.
  • Compensation Analysis: Proficiency in salary survey participation, data analysis, and salary structure design and maintenance.
  • Job Description Writing: Expertise in creating clear, concise, and compliant job descriptions that capture the essence of a role.
  • Advanced Excel: Mastery of Excel for data analysis, including pivot tables, VLOOKUP/XLOOKUP, and complex formula creation.
  • HRIS Proficiency: Experience managing job and compensation data in HR systems like Workday, SAP SuccessFactors, or Oracle HCM.
  • Regulatory Knowledge: Strong understanding of compensation-related legislation, including FLSA and equal pay laws.
  • Quantitative Skills: Ability to perform statistical analysis and interpret complex datasets to generate actionable insights.

Soft Skills

  • Analytical & Critical Thinking: Exceptional ability to dissect problems, evaluate information from multiple sources, and make objective, data-driven decisions.
  • Attention to Detail: Meticulous approach to data accuracy, documentation, and process consistency.
  • Communication & Interpersonal Skills: Ability to explain complex compensation concepts clearly and concisely to various audiences, from employees to senior leaders.
  • Discretion & Confidentiality: Proven ability to handle sensitive and confidential information with the utmost integrity.
  • Problem-Solving: A proactive and resourceful approach to identifying issues and developing effective solutions.
  • Influence & Consultation: Skill in advising and guiding managers and stakeholders toward equitable and consistent outcomes.
  • Organizational Skills: Superior ability to manage multiple priorities, projects, and deadlines in a fast-paced environment.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree or equivalent practical experience in a related field.

Preferred Education:

  • Bachelor's or Master's Degree in a relevant field of study.

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Finance
  • Industrial/Organizational Psychology

Experience Requirements

Typical Experience Range:

  • 2-5 years of direct experience in a compensation, job evaluation, or related HR analytical role.

Preferred:

  • Certified Compensation Professional (CCP) or similar certification is highly desirable.
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