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Job Req ID:  91099

Compensation Analyst

We are seeking a Compensation Anayst who will be a member of the University-wide Compensation team who will work directly with administrative leaders, faculty and HR professionals, as a subject matter expert in the areas of job classification, job description development, pay equity, market benchmarking and FLSA compliance.


The position is approved for remote work and requires a reliable internet connection to regularly work in online systems throughout each work day. This position is approved for a period of two years, to provide added support during the university-wide career architecture project. Continuation of the position beyond that period will be based on future budget approval.


Specific Duties & Responsibilities:

  • Supports and advises designated client areas on critical matters related to staff compensation, including job classification, minimum qualifications, pay equity, starting salaries, internal equity and compression and market benchmarking. 
  • Assists with development of job descriptions for new positions and advises on job description changes related to position restructuring or revised job scope.
  • Performs position classification reviews/job analysis to recommend appropriate title and salary range based on an understanding of the nature, scope and complexity of a position and relevant market pay data.
  • Serves as the initial approver within the HR system to facilitate the recruiting process.
  • Conducts standard research requiring an understanding of relevant jobs, labor markets, and competitor organizations/industries.
  • Conducts special studies of salary and pay administration practices, as requested by designated client areas.
  • Works with other members of the HR-Compensation team to support internal equity and external market reviews. This includes general data gathering, including related job descriptions, review of external benchmark data in the MarketPay system and review of internal data from the SAP payroll system.
  • Consults with members of the Talent Acquisition team on matters related to candidate minimum qualifications, salary offers and internal equity considerations.
  • Works with other members of the HR-Compensation team to create data analysis reports to be shared with designated client areas and colleagues on the Compensation team.
  • Serves on special committees related to operational enhancement and/or compliance initiatives, at the request of departmental leadership. 
  • Participates in collaborative efforts around job redesign, as needed, including involvement on cross-functional teams and workgroups.
  • Works with other members of the HR-Compensation team to support client areas on matters related to job restructuring, RIFs, administrative transfers and position realignment. 
  • Serves as compensation subject matter expert for client areas, in relation to compliance questions, workflow changes and/or general job design inquiries.
  • Collaborates with other members of the Compensation and HR team for guidance on more complex and difficult assignments and issues.
  • Other duties as assigned.


This description is a general statement of required major duties and responsibilities performed on a regular and continuous basis.  It does not exclude other duties as assigned.


Minimum Qualifications (Mandatory):

  • Bachelor's Degree in Human Resources, Business Administration or other related field strongly preferred.
  • Three years of progressively responsible experience in human resources administration, with two years progressively responsible experience in compensation administration strongly preferred.
  • Additional education may substitute for required experience and additional experience may substitute for education, to the extent permitted by the JHU equivalency formula.*
  • Strong attention to detail and organizational skills required.


JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience.  Additional related experience may substitute for the required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job. 


Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date. 


Preferred Qualifications:

  • Basic knowledge of applicable laws and regulations, i.e., Wage & Hour Laws, FLSA, ADA, OFCCP, etc. required. Moderate knowledge of office software applications, i.e., Excel, MSWord and PowerPoint required.
  • Familiarity with SAP.
  • Experience working with OnBase for data archiving.


Special Knowledge, Skills & Abilities:

  • Working knowledge of principles, theories, concepts and practices of compensation program design and administration, including job classification, market pricing, and pay premiums/ variable pay.
  • Demonstrated understanding of quantitative analysis in compensation.
  • Ability to maintain absolute confidentiality with sensitive employee information.
  • Ability to use software and hardware effectively and proficiently, including MS Office.
  • Intermediate to advanced knowledge of MS Office tools including Excel
  • Must be able to work remotely and effectively function with a high degree of autonomy in a high-volume environment, while effectively managing multiple priorities and meeting pre-determined deadlines. 
  • Strong organizational skills.
  • Effective oral and written communication skills to communicate across all levels of the institution. 
  • Must be able to utilize Excel to perform basic, arithmetic calculations, including simple and weighted average, median, percentage change and ratios.


Technical Qualifications or Specialized Certifications:

  • Demonstrated ability to use Microsoft Office Suite software applications, along with general understanding of HRIS applications to retrieve data for reporting and analysis. 


Physical Requirements:

  • Must be able to remain in a stationary position for extended periods of time.
  • This position requires occasionally kneeling, crouching, reaching, standing, and walking in order to support department’s filing, retrieval, and document storage needs
  • Ability to operate a computer and other equipment on a frequent basis.
  • Ability to frequently communicate with coworkers.


Classified Title: Compensation Analyst
Role/Level/Range: ATP/03/PC  
Starting Salary Range: Commensurate with experience 
Employee group: Full Time 
Schedule: M-F, 8:30-5 
Exempt Status: Exempt 
Location: Remote 
Department name: Compensation
Personnel area: University Administration



The successful candidate(s) for this position will be subject to a pre-employment background check.


The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion.


Equal Opportunity Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.


EEO is the Law
Learn more:


Accommodation Information

If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at For TTY users, call via Maryland Relay or dial 711.


Johns Hopkins has mandated COVID-19 and influenza vaccines, as applicable. Exceptions to the COVID and flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry. For additional information, applicants for SOM positions should visit and all other JHU applicants should visit


The following additional provisions may apply, depending on campus. Your recruiter will advise accordingly.

The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.


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