Compensation Analyst (Project-Based)

Upcoming Opportunity

Compensation Analyst (Project-Based)

Location: United States
Type: Remote
Posted: October 20, 2025
Start Date: Anticipated November - December 2025
Project Duration: 6-9 Months
Compensation: Hourly or project-based fee, from $50 to $85 per hour, commensurate with experience.

Upcoming Opportunity -Moore Cooperative is seeking a Compensation Analyst to support a comprehensive classification and compensation review of a City's non-union positions. This is a remote, project-based contractor role that will begin upon project award. Preference will be given to candidates with experience working in or with the City, or in comparable municipal environments.

The Analyst will collect, analyze, and interpret compensation data, assist with job analysis and classification work, and contribute to the design and implementation of a sustainable, transparent compensation system.

Key Responsibilities

  • Assist in the planning and management of the project to update classification and compensation for non-union roles, under direction of the HR Director or project lead.
  • Work with internal stakeholders (department heads, HR partners, employees) to establish project goals, timelines, and communication strategy.
  • Identify and evaluate appropriate peer organizations and communities for benchmarking purposes, considering size, geography, service mix and organizational structure.
  • Review existing job descriptions for all non-union positions; conduct job‐analysis activities (questionnaires, interviews, focus groups) to validate and revise job descriptions, ensuring they accurately reflect duties, responsibilities, required skills and scope.
  • Collect, compile and analyze external compensation data (wage, salary, benefits) from identified peer communities/organizations; maintain benchmarking databases.
  • Perform internal equity analysis: compare job classifications, responsibilities, pay levels, and career progression within the organization to identify disparities, inconsistencies or misalignments.
  • Compare external competitiveness by classification and make recommendations for pay level adjustments based on market data, internal equity and budget constraints.
  • Assist in the design of a compensation system (e.g., salary ranges, steps, merit increases, job‐families, classification structure) that is consistent with best practices, sustainable and aligned with the City’s needs.
  • Estimate fiscal impacts of recommended salary adjustments, classification changes and compensation system design; provide scenario analyses as needed.
  • Develop and help deliver final written report, including methodology, findings, recommendations and implementation roadmap; prepare materials and present to leadership and stakeholder groups (including potential presentation to the City Council).
  • Recommend ongoing maintenance practices for the compensation system (e.g., update cycles, adjustment mechanisms, market monitoring).
  • Support HR in responding to questions from management and staff regarding classification decisions, pay practices, benchmarking results and job description revisions.
  • Perform other HR/compensation-related tasks as assigned.

Preferred Qualifications

Education and Experience

  • Bachelor’s degree in Human Resources, Business Administration, Public Administration, Industrial/Organizational Psychology or a related field required.
  • Minimum 2-4 years of relevant experience in compensation analysis, job evaluation/classification, total rewards, preferably in a public sector, municipal or non-profit environment. (More senior experience may be required if this is a higher-level role.)
  • Demonstrated experience in conducting job-analysis, writing/revising job descriptions, classification systems, and/or salary surveys.
  • Familiarity with public-sector compensation practices, municipal job classification systems and collective bargaining/non-union pay structures is a plus.

Knowledge, Skills & Abilities

  • Strong analytical and quantitative skills; ability to manipulate and interpret large data sets and benchmarking results.
  • Proficiency with spreadsheet tools (e.g., Microsoft Excel) and compensation survey/analysis software or databases.
  • Excellent written and verbal communication skills—ability to develop clear reports, recommendations, and present to management.
  • Ability to work collaboratively with multiple stakeholders across an organization, including senior leaders and department heads.
  • Strong project‐management skills: ability to manage multiple tasks, meet deadlines and maintain high-quality deliverables.
  • Attention to detail, high integrity and ability to handle confidential compensation data with discretion.
  • Ability to think strategically about compensation and its role in recruitment, retention, internal equity and organizational design.
  • Knowledge of relevant laws/regulations pertaining to compensation (e.g., Fair Labor Standards Act, wage/hour regulations) is beneficial.

If you're open to future contract recruiting opportunities, let's connect. Drop us your resume or simply start a conversation – we'd love to keep you in mind for what's next.

Apply Now

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