Senior Compensation Specialist

AlphaHire

. Review job descriptions and interview HR staff, supervisors and department leaders to document duties and organizational responsibilities.

Posted 11/9/2026full-timeRemote • Connecticut • United StatesSeniorWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in conducting classification and compensation studies for public-sector employers, with a strong focus on analyzing total compensation and developing defensible job evaluations. Proficient in preparing reports and presenting findings to management and public decision-making bodies.

Highest-signal resume keywords

Classification And Compensation StudiesTotal Compensation AnalysisDefensible Job EvaluationsSalary-Administration ManualsConnecticut Public-Sector Experience

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Job Evaluation MethodologySalary Range RecommendationsPay-Policy ParametersImplementation Cost ModelsData AnalysisPayroll Cost ModelingElectronic Data DevelopmentCompensation ComparisonsInternal Equity AnalysisPay Inversion Analysis

Soft Skills

Clear CommunicationStakeholder EngagementConflict Disclosure

Tools & Technologies

HR Information SystemsSpreadsheet Software

Industry Keywords

Public-Sector EmployersConnecticut MunicipalitiesDefined Benefit PlansCross-State Retirement ComparisonsSalary Administration Guidance

About the role

Key responsibilities & impact

Review job descriptions and interview HR staff, supervisors and department leaders to document duties and organizational responsibilities.
Apply a transparent job-evaluation methodology and recommend revisions to classifications and grade assignments.
Select defensible public-sector comparators and normalize salary, benefits, retirement and paid-time-off comparisons across employers.
Analyze internal equity, compression and pay inversion, including comparisons between management earnings and represented employee earnings with overtime.
Recommend salary ranges, incumbent placement and operational pay-policy parameters supported by market evidence.
Model immediate and phased implementation options, including payroll and retirement-related costs, in usable working spreadsheets.
Develop salary-administration guidance, a classification-review process and electronic outputs HR staff can maintain.
Prepare reports and present clear recommendations to management and public decision-making bodies.

Requirements

What you’ll need

Experience conducting classification and compensation studies for public-sector employers, including non-represented management or confidential staff.
Personal participation within the past five years in a classification or compensation study for a Connecticut public-sector employer.
Experience analyzing total compensation, including benefits, retirement and paid time off, and pay relationships between represented and non-represented employees.
Ability to develop defensible job evaluations, implementation cost models and electronic data suitable for HR information-system import.
Ability to identify and disclose relevant conflicts of interest and explain findings clearly to public-sector stakeholders.
Experience with Connecticut municipalities and cross-state retirement-cost comparisons, including defined benefit plans (nice to have).
Experience developing salary-administration manuals and presenting findings to elected or appointed boards (nice to have).