Changing Aspen Leaves - RMNP

Larimer County Offices, Courts, District Attorney, Landfill, Household Hazardous Waste, and Recycle Center are all closed on Thanksgiving Day, November 26, 2015.
County Offices are also closed on Friday, November 27 while the Courts, District Attorney, Landfill, Household Hazardous Waste, and Recycle Center are open. Critical services at Larimer County will not be disrupted by this closure.

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Description Detail

Compensation & Analytics Specialist

Min Hourly Max Hourly Min Monthly Max Monthly Min Salary Max Salary
$29.63 $41.48 $5,135.77 $7,189.73 $61,621.00 $86,269.00


Develops, implements, conducts, and administers the employee compensation programs. Acts as an internal consultant to County departments in areas of compensation, classification and analytics. Executes research and statistical assessment, evaluation methods and other quantitative techniques to analyze a large volume of data in order to identify important trends for County business needs.


The following statements are illustrative of the duties and responsibilities of the job.  The organization retains the right to modify or change the duties and responsibilities of the job at any time.

  • Receives general supervision from the Human Resources Director.
  • Exercises no direct supervision; manages ad hoc committees as needed.
  • Design and implement the County's compensation and job classification programs. This includes conducting appropriate research, developing materials, interpreting and developing statistical methods and narrative information, providing guidance on program design, and presenting recommendations to committees and the Board of County Commissioners. Maintain necessary databases and tools for execution of data analysis.
  • Act as internal consultant to County departments on compensation, job classification and policy interpretation; provide responsible technical staff assistance and guidance.
  • Gather and analyze data related to assigned projects; conduct research and prepare reports and recommendations.
  • Write and administer County policies related to compensation and classification programs.
  • Maintain awareness and compliance of changes in laws, regulations, and case law affecting the County's personnel policies.
  • Collect and analyze wage-related information; conduct and complete surveys on behalf of the County; evaluate surveys and information to determine usefulness and quality.
  • Perform job audits on new or changed jobs; write job descriptions; conduct internal and external job evaluation analyses to determine job placement and structures.
  • Administer the pay system update process each year; make recommendations for adjustments and modifications; coordinate update of compensation related information within the HRIS system.
  • Counsel employees and supervisors on compensation related matters.
  • Maintain position control for County positions and assure positions left vacant are removed or renewed through the Board of County Commissioners.
  • Determine FLSA exemptions for positions and act as technical expert with regards to FLSA issues and compliance.
  • Collaborate in the strategic planning, development, implementation, and monitoring of workforce plans, including researching and recommending best practices across the organization.
  • Gather and analyze County workforce metrics for annual budgeting process; provides specific Department workforce metrics to support Department workforce planning, evaluate and provide recommendations for department performance measures. Participate in County Wide performance measures and evaluation process as requested.
  • As requested, facilitate process review or improvement activities. Identify strengths and weaknesses and suggest areas of improvement.
  • Define and establish a framework (inputs, process, outputs, reporting, and metrics) for analyzing and defining workforce planning metrics for short-term and long-term needs.
  • Provide detailed analysis of workforce data to support plans and programs.
  • Transactional specific reporting and workforce analytics, including workforce planning, demographics and diversity, workforce performance, retention and learning and development.
  • Dissemination of data to decision makers to help them make the best decisions.
  • Aggregation of data from numerous systems, cleaning it, reconciling hierarchies, and reporting as necessary.
  • Research and identify analytically-derived insights and people-related investments to determine or evaluate a realized return on human resources services.
  • Analyze workforce-related data providing results and information to mitigate risk, create business capability and drive outcomes.
  • Participate in special projects as assigned.
  • Perform other duties as appropriate or necessary for performance of the job.
Knowledge, Skills, & Abilities:
  • Theory and practice of compensation and job classification program design and administration.
  • Fundamental principles and practices of compensation survey design and analysis.
  • Fundamental principles and practices of public personnel administration.
  • Federal, state, and local laws, administrative regulations, and case law applicable to public personnel administration and compensation administration.
  • Statistical concepts and methods.
  • Principles and practices of accurate record keeping.
  • Communicate clearly and concisely, both verbally and in writing.
  • Make presentations to groups of individuals including employees, managers, and elected officials.
  • Collect, compile, and analyze information and data.
  • Establish and maintain effective working relationships with other County employees, representatives of other agencies and organizations, and members of the community.


  • Three years of human resources experience in a directly related field or in the performance of similar duties and responsibilities. Two years of experience in developing and administering compensation programs.
  • Equivalent to a Bachelor's degree from an accredited college or university with major coursework in Personnel Administration, Public or Business Administration, or a related field.
  • Certified Compensation Professional preferred.

Background Image: Changing Aspen Leaves in Rocky Mountain National Park by Jeremy Hollis. All rights reserved.