This artifact is my completed SHRM-aligned compensation project, where I designed a full pay structure for an engineering consulting firm. It includes a job description, point‑factor job evaluation, market pricing, regression modeling, and final pay grade recommendations. I completed this in my HR compensation course during the fall semester of 2025 as part of a multi‑stage applied learning case study.

Skills:

• HR Analytics & Data Interpretation — using point‑factor scoring, regression analysis, and market data.

• Compensation Strategy Development — building pay grades, ranges, and a defensible market pay line.

• Job Analysis & Documentation — creating a complete job description with tasks, KSAs, and compliance requirements.

• Decision‑Making Using Evidence — applying quantitative findings to recommend fair, competitive pay.

• Strategic HR Thinking — aligning compensation with organizational goals, internal equity, and talent strategy.

• Technical Proficiency — working with spreadsheets, formulas, and structured evaluation tools.

This project significantly strengthened my emerging expertise in HR analytics and compensation strategy. I began by developing a detailed job description for the Benefits Manager role, which required analyzing essential tasks, KSAs, and compliance requirements. I then evaluated five benchmark jobs using compensable factors such as skill, responsibility, and effort, assigning point totals that reflected each role’s organizational value.

I paired these point totals with market salary data and conducted a regression analysis to determine a statistically valid market pay line. This step deepened my understanding of how data supports equitable and competitive pay decisions. Finally, I created a complete pay grade structure with midpoints, ranges, and strategic justification, demonstrating how compensation connects to internal equity, external competitiveness, and long‑term talent planning. 

Completing this SHRM pay structure case study helped me develop a strong foundation in HR analytics and compensation strategy. Each step, from job analysis to regression modeling, showed me how data, structure, and strategy come together to support fair and competitive pay systems. I learned how to evaluate roles objectively, interpret market data, and justify pay decisions using quantitative evidence. Designing the final pay grade structure also helped me understand how compensation influences recruitment, retention, performance management, and organizational growth. This experience made me more confident in my ability to approach compensation work with both analytical precision and strategic insight, strengthening my identity as an emerging HR professional.