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Classification and Compensation Analyst

Okinawa Institute of Science and Technology Graduate University

Onna, Okinawa 904-0495
Job Type:
Job Status:
Full Time
  • Compensation
  • Organizational Development
  • HRIS
  • Employment/Recruitment
  • Consultant
Okinawa Institute of Science and Technology Graduate University
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Job Details

The OIST HR Classification and Compensation Analyst provides guidance and oversight to support the integrity of the university job classification and compensation system. This position reports directly to the HR Manager and serves as the primary resource in university job classifications and compensation.  The incumbent provides guidance to division job descriptions and postings and is a principal in the university classification and compensation proposal process. This position is the delegated authority to makes staff allocation recommendations and decisions on classification and compensation actions university-wide.  This position consults with executives, managers, and employees. This work is directly tied to university values of respect, fairness, honesty, integrity and equal opportunity to ensure all our employees are appropriately classified and compensated for the work they are assigned.


With a focus on strengthening the university job classification and compensation structure, the incumbent will research and analyze university job classification and compensation data to:


  1. Identify trends, and determine best approaches for pursuing equity in classification and compensation packages.
  2. Complete job analyses to determine job classifications category and placement based on similarity of the work performed, and the qualifications necessary to perform the work.
  3. Recommend pay grades into which classifications should be assigned.
  4. Provide expert-level, principal-based guidance regarding university job classifications and compensation to executives and managers.
  5. Review and analyze existing position descriptions to principles of classification and compensation to establish or reallocate positions and determine if the proposed classification is appropriate and aligns with the compensation criteria and executive committee rulings.
  6. Review and maintain all job descriptions to reflect best practices in containing essential job functions.
  7. Evaluate existing job classifications and job families; writes and/or revises job descriptions and job classifications families as necessary.
  8. Continuously review related processes to identify and develop strategies for improvement and efficiency.
  9. Provide guidance to managers in job classifications and salary.
  10. Update job profiles in HRIS system to be utilized for recruiting; maintains job classification and description library.
  11. Provide recommendations for grading and leveling of positions and market salary competitiveness relying on analysis of external market data and internal equity data.
  12. Execute approved compensation changes as directed.
  13. Assist with annual merit process, organizing data sheets forward through governance process for approval.
  14. Participate on special projects with the ability to independently organize deliverables to achieve stated milestones.
  15. Compile statistics on compensation and job classifications to develop competitive position descriptions and classifications that align higher education standards, and to ensure internal parity of compensation levels.
  16. Perform other duties as assigned


Who should apply:

Two years of experience with each of the following:

  1. Performing classification and compensation related work OR performing as a human resources consultant involved in the allocations of positions.
  2. Developing complex and well-written communications and detailed reports that explain the rationale.
  3. Researching, interpreting, applying, and explaining criteria, rules, policies, and procedures to executives and managers.



  1. Excellent critical thinking skills, including the ability to investigate an issue, and evaluate and understand the issue from all perspectives to come to an informed conclusion.
  2. Demonstrated ability to ask questions that enhance clarity, information flow, and the reliability of the information.
  3. Demonstrated knowledge in total compensation theory, job classification principles, and job evaluation methodology.
  4. Experience gathering data, performing data analysis, and identifying and presenting trends in a written report or oral presentation.
  5. Experience making recommendations to management on how to solve potential inequities.
  6. Able to maintain highest levels of confidentiality at all times.
  7. Able to organize multiple assignments, sometimes of a complex nature or involving competing priorities, to produce work products that are accurate, thorough, and on time.
  8. Able to use software such as Word, Excel, Outlook and/or other programs, to produce timely and accurate work products that fully satisfy the demands of the assignment.
  9. Able to independently organize deliverables to achieve stated milestones.
  10. Able to maintain data integrity in compensation-related systems.
  11. Strong analytical and quantitative skills for salary structure design, market benchmark and job evaluation.
  12. Japanese is not a must, but highly desirable.



  1. Experience working in an academic environment/government agency or department.
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