Compensation Strategy Analyst II

Compensation Strategy Analyst II06003

Job Code: 4006003
Job Family/Function: 2300.GG – Human Resources\Strategic Compensation
FLSA: Exempt
Grade Ladder: MNPS Support Salaried
Pay Grade: MNPS.SCH011-S
Duration (days/year): 260
Locations(s): Support Hub
 

We Are Team MNPS
Metro Schools is one of the largest and most diverse school districts in the United States. Our teachers and staff educate more than 80,000 students in Metro Nashville-Davidson County, preparing them to excel in higher education, work, and life. Our district implements some of the most innovative reform strategies in the nation. We seek to partner with highly effective, engaging teachers, teacher leaders and support staff with a passion for urban education and a go-getter spirit as we strive to become the highest-performing urban district in the nation. Whether you are a teacher, an administrator, or a potential support staff employee, if you want to make a difference, we want to hear from you.

Job Summary
The Analyst II supplies data-driven insights that steer talent strategy, ensure policy compliance, and support MNPS's fiscal sustainability. Oversees daily department transactions, configures job families and tracks, evaluates new or reclassified titles, crafts and maintains competitive job descriptions, and completes compensation analysis while partnering with Stakeholders. Using advanced analytics, the role manages cross-functional initiatives—classification scope, pay-equity diagnostics, compensation design, and upgrades to HRTMS—delivering process improvements into compensation and classification structures. May act as both project lead and mentor to junior analysts, or other HR team members.

What you will do
● Perform advanced compensation analytics—collect, cleanse, and model internal and external wage data; build        models to evaluate compensation structures; and translate findings into clear recommendations for salary-              structure changes and budgeting.
● Manage multi-disciplinary compensation projects—define scope, develop project plans, acquire resources,              assign tasks, track milestones, mitigate risks, and deliver final products that meet cost, quality, and timeline              targets.
● Review requests for new or revised classifications to determine appropriate job family, job track, job title, and          salary grade assignment.
● Formulate recommendations regarding development of company salary structure, FLSA exemptions, job                  revisions, and organizational structures.
● Review existing and proposed statutory requirements governing compensation administration and                            recommends appropriate courses of action.
● Provide technical mentoring and quality assurance for Compensation Strategy Analyst I staff and interns,                  reviewing methodologies, ensuring data accuracy, and fostering professional growth.
● Facilitate stakeholder engagement—present complex analyses to executives, principals, and employee groups;      incorporate feedback; and build consensus around compensation recommendations.
● Serve as subject-matter expert for ad-hoc executive inquiries related to job descriptions, labor-cost forecasting,      and scenario modeling, delivering timely, well-supported answers that inform strategic decisions.
● Audit jobs for content and prepares job descriptions reflecting job responsibilities, activities, duties, and                    requirements.

Additional Requirements
May be required to lead cross-functional teams for special projects.

Education Qualifications
●  Bachelor's Degree Required
●  Master's Degree Preferred

Experience Qualifications
● 4-6 years Progressive experience working within various functions in HR (recruiting, classification, payroll) Required
● 1-3 years Experience with job classification systems and managing job descriptions Required

Skills and Abilities
● Knowledge of compensation principles and procedures.
● Skill in identifying the underlying principles, reasons, or facts of information by breaking down information or        data into separate parts.
● Skill in completing assignments accurately and with attention to detail.
● Skill in advanced excel functions.
● Ability to communicate effectively in both oral and written form.
● Knowledge of data analysis, business processes, and project management.
● Ability to visualize data using tools such as PowerBI or Tableau

Licenses and Certifications
● PHR or SHRM-CP credential for general HR and HR-related duties related to a career in Human Resource Management Preferred

Equivalency
One additional year of relevant experience may be substituted for a graduate degree. For example, if a position requires a master's degree and you have neither a bachelor's degree or master's degree, you may substitute five years of relevant experience for the required education

Starting At: $62,055.15
 

Salaries are determined by factors relevant to the position which may include education, experience, and other qualifications. Final compensation decisions are made at the discretion of MNPS in alignment with organizational policies and procedures. The stated salary range for certificated teaching positions is calculated based on 201 days and should be viewed as a reference. All provided salary ranges serve as a general guideline. More information on salaries and pay tables can be found here.

Metropolitan Nashville Public Schools is an equal opportunity employer committed to promoting diversity, inclusion, and equal opportunities for all individuals. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, gender identity or expression, marital status, veteran status, sexual orientation, or any other characteristic protected by law. Metropolitan Nashville Public Schools is dedicated to creating an inclusive work environment that reflects the diversity of our global community. We strive to treat all employees and applicants with respect and fairness, and we make employment decisions based on merit, qualifications, and business needs. The American Disabilities Act (ADA) requires MNPS to provide adequate accommodations to qualified persons with disabilities. Prospective and current employees are encouraged to discuss ADA accommodations with management.