Key Responsibilities and Required Skills for a Job Evaluator

🎯 Role Definition

The Job Evaluator is a cornerstone of the Human Resources function, tasked with the critical responsibility of maintaining a rational, equitable, and competitive job and compensation structure. This role acts as an internal consultant, applying systematic methodologies to analyze, classify, and determine the relative value of all positions across the organization. By ensuring that our job architecture is both internally consistent and aligned with external market trends, the Job Evaluator directly impacts talent attraction, retention, and overall organizational effectiveness. This is a highly analytical and detail-oriented position that requires a deep understanding of compensation principles, market dynamics, and effective stakeholder communication to uphold the integrity of our total rewards philosophy.

📈 Career Progression

Typical Career Path

Entry Point From:

Compensation Coordinator or Analyst
HR Generalist with an analytical focus
HR Analyst or HRIS Analyst

Advancement To:

Senior Job Evaluator / Senior Compensation Analyst
Compensation Manager
Total Rewards Manager

Lateral Moves:

HR Business Partner
HRIS Manager
Talent Analytics Specialist

Core Responsibilities

Primary Functions

Conduct in-depth job analysis through interviews with employees, managers, and HR Business Partners to gather comprehensive data on job duties, responsibilities, and required qualifications.
Utilize established job evaluation methodologies, such as point-factor systems (e.g., Hay Group methodology) or market pricing, to accurately assess and determine the grade, level, and value of new and revised positions.
Develop, write, and maintain a library of clear, concise, and legally compliant job descriptions that accurately reflect the scope, essential functions, and requirements of each role.
Serve as the primary point of contact and subject matter expert for all matters related to job classification, grading, and the overall job architecture framework.
Lead and execute the company's participation in external salary surveys, ensuring accurate job matching and data submission to benchmark compensation against the competitive market.
Analyze compensation survey data and market trends to provide recommendations for adjustments to salary structures, grade ranges, and individual compensation packages to maintain market competitiveness.
Partner closely with Talent Acquisition to provide guidance on appropriate salary ranges for new hires, ensuring offers are both competitive and internally equitable.
Conduct regular audits and reviews of the existing job architecture and position classifications to identify inconsistencies, ensure ongoing relevance, and recommend necessary updates.
Provide expert consultation and guidance to managers and HR partners on compensation policies, job design, and organizational structure changes.
Prepare detailed reports, presentations, and data visualizations to communicate findings from job evaluations, market analyses, and compensation projects to senior leadership.
Ensure all job evaluation and compensation practices are in strict compliance with relevant federal, state, and local regulations, including equal pay legislation.
Lead or act as a key contributor on large-scale compensation projects, such as annual salary review cycles, bonus plan administration, and the implementation of new compensation programs.
Evaluate and recommend appropriate job titles that are consistent with internal titling conventions and reflective of market standards.
Perform internal equity analysis to identify and address potential pay disparities within the organization, developing remediation plans in partnership with HR and business leaders.
Document and maintain the integrity of job and compensation data within the Human Resources Information System (HRIS), ensuring accuracy for reporting and analysis.
Facilitate job evaluation committee meetings, presenting analysis and recommendations to ensure consensus and consistent application of evaluation principles.
Research and stay current on emerging trends, best practices, and new technologies in compensation, job evaluation, and total rewards.
Manage the process for re-evaluation requests, thoroughly investigating changes in job responsibilities to determine if a reclassification is warranted.

Secondary Functions

Support the broader Total Rewards team with ad-hoc reporting, data analysis, and special projects related to benefits, recognition, or executive compensation.
Contribute to the development and delivery of training materials for managers and HR staff on compensation philosophy, job evaluation processes, and effective job description writing.
Collaborate with the HRIS team to enhance system capabilities for compensation administration, reporting, and workflow automation.
Assist in modeling the financial impact of proposed changes to compensation structures or programs to inform business decisions.
Participate in cross-functional projects that require job design or compensation expertise, such as mergers and acquisitions, reorganizations, or new system implementations.

Required Skills & Competencies

Hard Skills (Technical)

Deep proficiency in formal job evaluation methodologies (e.g., Hay, Mercer, Towers Watson).
Advanced skills in market pricing, salary survey participation, and competitive data analysis.
Expert-level proficiency in Microsoft Excel, including complex formulas, pivot tables, data modeling, and charting.
Hands-on experience with major HRIS and compensation management software (e.g., Workday, SAP SuccessFactors, PayScale).
Strong foundational knowledge of compensation principles, including base pay, variable pay, and equity programs.
Thorough understanding of relevant employment laws and regulations (e.g., FLSA, Equal Pay Act).
Competency in data analysis, statistical methods, and quantitative modeling.

Soft Skills

Exceptional analytical and critical thinking skills with a relentless pursuit of accuracy.
Strong interpersonal and communication skills, with a proven ability to explain complex concepts to diverse audiences.
Unquestionable integrity and a high level of discretion when handling confidential and sensitive information.
Excellent organizational and project management skills, with the ability to manage multiple competing priorities effectively.
Consultative approach and strong stakeholder management abilities to build credibility with leaders and HR partners.
Meticulous and consistent attention to detail in all aspects of work.

Education & Experience

Educational Background

Minimum Education:

Bachelor's Degree

Preferred Education:

Master's Degree
Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) designation

Relevant Fields of Study:

Human Resources
Business Administration
Finance
Industrial-Organizational Psychology

Experience Requirements

Typical Experience Range: 3-7 years of direct experience in compensation, job evaluation, or a closely related HR analytics role.

Preferred: Experience within a large, complex organization that has a formally defined job architecture and compensation structure.