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Financial Analyst Temporary Jobs in Baton Rouge, LA

State of Louisiana

Education Consultant 3-FSGR

Baton Rouge, LA · On-site

$5.0K - $8.6K/mo

  • Retirement

  • PTO

This is a temporary Job Appointment that may last up to 4 years only** Office of Federal Support ... Background in finance, statistics, educational research, computer science, accounting, or related ...

State of Louisiana

ORS SPECIALIST 1/2/3/4

Baton Rouge, LA · On-site

$2.7K - $4.6K/mo

Benefits Analysis Team (BAT) Location: East Baton Rouge Parish Multiple job vacancies will be ... OUIA oversees Louisiana's Unemployment Insurance (UI) program, which provides temporary financial ...

State of Louisiana

Program Manager 2-LDH

Baton Rouge, LA · On-site

$5.7K - $11K/mo

  • Retirement

  • PTO

... financial monitoring of awarded grants, including budget tracking, expenditure analysis, and ... This position may be filled as aJob appointment (temporary appointment that may last up to 48 ...

State of Louisiana

Program Manager 2-LDH

Baton Rouge, LA · On-site

$5.7K - $11K/mo

... financial monitoring of awarded grants, including budget tracking, expenditure analysis, and ... This position may be filled as a Job appointment (temporary appointment that may last up to 48 ...

State of Louisiana

ORS SPECIALIST 1/2/3/4

Baton Rouge, LA · On-site

$2.7K - $4.6K/mo

  • Retirement

  • PTO

Benefits Analysis Team (BAT) Location: East Baton Rouge Parish Multiple job vacancies will be ... OUIA oversees Louisiana's Unemployment Insurance (UI) program, which provides temporary financial ...

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Financial Analyst Temporary information

See Baton Rouge, LA salary details

$37K

$84.6K

$113.3K

How much do financial analyst temporary jobs pay per year?

As of Aug 18, 2026, the average yearly pay for financial analyst temporary in Baton Rouge, LA is $84,607.00, according to ZipRecruiter salary data. Most workers in this role earn between $67,200.00 and $106,100.00 per year, depending on experience, location, and employer.

What is a financial analyst temporary?

Financial Analyst Temporary positions are short-term roles where professionals analyze financial data, prepare reports, and assist with budgeting or forecasting for a company or organization. These roles are often filled to cover peak periods, special projects, or employee absences. Temporary financial analysts may work through staffing agencies or be hired directly on a contract basis, and they are expected to quickly adapt to the company’s processes and contribute to financial decision-making during their tenure.

What are the key skills and qualifications needed to thrive as a financial analyst temporary?

To thrive as a Financial Analyst Temporary, you need strong analytical abilities, proficiency in financial modeling, and a background in finance or accounting, often supported by a relevant degree. Familiarity with Excel, financial databases, and ERP systems like SAP or Oracle is typically required. Attention to detail, adaptability, and effective communication skills help you excel in a fast-paced, project-based environment. These skills ensure accurate financial insights and support effective decision-making during critical business periods.

What are some common challenges faced by financial analysts in temporary positions and how can they overcome them?

Financial Analysts in temporary roles often face the challenge of quickly adapting to new systems, processes, and team dynamics. Since the assignments are short-term, there may be limited time for onboarding or deep integration into company culture. To overcome these challenges, temporary financial analysts should proactively seek clarification on expectations, document processes for easy reference, and build rapport with key team members. Demonstrating adaptability and strong communication skills will help them deliver results efficiently and leave a positive impression for potential future opportunities.

What is the difference between Financial Analyst Temporary vs Financial Analyst Permanent?

AspectFinancial Analyst TemporaryFinancial Analyst Permanent
DurationShort-term, project-based or seasonalLong-term, ongoing employment
CredentialsTypically requires relevant finance certifications and experienceSame as temporary, often with additional benefits
Work EnvironmentContractual, often in multiple companies or projectsIn-house, stable corporate setting
Employer UsageUsed for specific projects or to fill temporary staffing needsUsed for ongoing, strategic roles within a company

Financial Analyst Temporary roles are short-term positions ideal for project-specific work, while Financial Analyst Permanent roles offer long-term stability and benefits. Both require similar credentials and work environments, but differ mainly in duration and employment terms.

What are the most commonly searched types of Financial Analyst jobs in Baton Rouge, LA?

The most popular types of Financial Analyst jobs in Baton Rouge, LA are:

What are popular job titles related to Financial Analyst Temporary jobs in Baton Rouge, LA?

For Financial Analyst Temporary jobs in Baton Rouge, LA, the most frequently searched job titles are:

What job categories do people searching Financial Analyst Temporary jobs in Baton Rouge, LA look for?

The top searched job categories for Financial Analyst Temporary jobs in Baton Rouge, LA are:

What cities near Baton Rouge, LA are hiring for Financial Analyst Temporary jobs?

Cities near Baton Rouge, LA with the most Financial Analyst Temporary job openings:

Financial Analyst Temporary jobs near you

Analyst II, Human Resources, Classification and Compensation

Hcpss

Central, LA

$61K - $82K/yr

Full-time

PTO

Posted 13 days ago

Job description

ABOUT US

The Howard County Public School System (HCPSS) is one of the leading school systems in Maryland and the nation. To learn more about us and our 2024 -2029 Strategic Plan, please visit our website and our careers page. Join our award-winning workforce and make a difference in the lives of our students!

ABOUT THE APPLICATION PROCESS

Before you begin, please read the job posting below carefully including the Application Requirements specific to this position. Be sure your application reflects experience and education required to meet the minimum and any preferred qualifications listed. Our application guide includes detailed instructions to assist you. Once your application has been submitted, you will not be able to add documentation or make any changes.

Please note that application submission will be available only through 11:59 PM on the date prior to the indicated end date. If no end date is indicated, the posting will remain open indefinitely.

Job Posting End Date:

Reminder: Current permanent and temporary employees must apply through the Jobs Hub in Workday, not the external career site.

DESCRIPTION

Reporting to the Executive Director of Human Resources, the Human Resources Analyst II, Classification and Compensation Analyst II plays a key role in developing and implementing compensation and classification strategies, policies, programs, and initiatives. This position oversees compensation plans, classification reviews, desk audits, and position description evaluations to ensureequitableand compliant practices. Additionally, the Analyst conducts salary research and trend analysis to support data-driven decision-making. As a subject matter expert in classification and compensation, the Analyst II provides guidance, training, and strategic support to HCPSS employees and leadership on best practices for effective classification and compensation systems.

HCPSS is actively building and refining the foundational components of its classification and compensation program, making this an exciting opportunity for a professional who is energized by continuous improvement and wants to help shape and modernize these critical HR functions.

MINIMUM QUALIFICATIONS

A combination of education and experience may be considered.

Education

  • Bachelor's degree from an accredited college or university.

Experience

  • Four(4)years of professional human resources experience,which includes at least two(2)years of experienceinclassificationand/orcompensation.

PREFERRED QUALIFICATIONS

  • Bachelor'sdegree from an accredited college or university in Human Resources, Business Administration, Finance, ora relatedfield.

  • Experience with classification and compensation in a PreK-12 orothereducationalenvironment.

  • ExperienceutilizingWorkdayor a similar Human Capital Management Systemin classification and compensation.

  • Proficiencywith MicrosoftExceladvanced functions such as VLOOKUP and pivot tables.

ESSENTIAL POSITION RESPONSIBILITIES

The below list is a summary of the functions of the job, not an exhaustive or comprehensive list of allpossible jobresponsibilities, tasks, and duties.

Classification & Job Evaluation

  • Conductsjob evaluations, classification reviews, and desk audits to ensure role alignment and internal equity.

  • Developsand maintainsjob descriptions, ensuring they accurately reflect responsibilities, qualifications, and organizational structure.

  • Makesrecommendations, including job analysis, job description review, and pay grade classification.

Compensation & Salary Administration

  • Conductssalary market research and benchmarking tomaintaincompetitive andequitablecompensation structures.

  • Analyzescompensation trends, salary surveys, and workforce data to make informed recommendations.

  • Administerspay structures, salary adjustments, and incentive programs in alignment with collective bargaining agreements.

  • Ensurescompliance with FLSA, EEOC, and other applicable regulations related to compensation.

Policy Development &Training

  • Collaborateswith department leaders to assess job roles and make recommendations forappropriate jobclassifications and salary grades.

  • Actsas an advisor to leadership and HR teams, providing guidance oncompensationbest practices.

  • Facilitatestraining sessions and workshops on job classification, compensation structures, and pay practices.

  • Assistsin the development and implementation of classification and compensation policies, guidelines, and procedures.

  • Develops and documents standard operating procedures for classification and compensation.

Additional Duties

  • Processes pay changes in Workday andensurespayment of all negotiated stipends, differentials, and compensatory stipends.

  • Serveson committees and/or advisory groups related to classification and compensation issues.

ESSENTIAL KNOWLEDGE, SKILLS, AND ABILITIES

The below list is a summary of the knowledge, skills, and abilitiesrequiredfor success in this position, not an exhaustive or comprehensive list.

  • Strong knowledge of compensation principles, job evaluation methods, and salary structures.

  • Proficiencyin HRIS systems, salary survey tools, and MS Excel.

  • Familiarity with FLSA, EEO, and other employment laws related to compensation.

  • Excellent analytical, communication, and problem-solving skills.

ADDITIONALREQUIREMENTS

Working Hours

The duty day for this position iseighthours including a one-hour duty-free lunch.

APPLICATION REQUIREMENTS

Complete applications must besubmitted, and once your application has beensubmitted, you will not be able to add documentation or make any changes. Incomplete applications will not be accepted.Resumes will not beaccepted in lieu of a completed application.
SupplementalApplication Questions

This position requiresapplicants to provide responses to thesupplemental application questions belowtodeterminewhether you meet the minimum and preferred qualifications.Please upload your responses in a separate file to thesupplemental application questionssection of the application.

1)Please describeyour experience with classification and compensation, including anyin a PreK-12oranothereducationalenvironment. Include in your responsethesize of theschool or school system(e.g., number of employees)in which you gained this experience as well as any experienceinterpreting collective bargaining agreementsand applying themto your work.

2) Please describe any experience youpossessdeveloping compensation policies and procedures. Pleaseidentifythe position(s) in which you gained this experience and share more about your role in the development and implementation process.

3)Please describe any experience youpossessutilizingWorkdayor a similar Human Capital Management System.Provideup to twoexamplesthat highlighthow youutilizedthe system in your classification and compensation workand yourproficiencywith functions such aspay changes or reporting.

4) Please describeyourproficiencyutilizingtools likeMicrosoftExcel for compensation analysis.Provide up to two examples ofhow you have usedpivot tables,VLOOKUPor other functions/formulas in your work.

SELECTIONCRITERIA

Applicants who meet the minimum qualifications will be included in further evaluation.Interviews will be limited to those applicants who, in addition to meeting the basic requirements, have experience and education which most closely match thepositionqualifications and the needs of the school system.

Applicants maybe requiredto complete a skills assessment prior to or during the interview process.

EMPLOYMENT INFORMATION

Compensation

This is a12-month per year position in the Howard County Education Association, Educational Support Professionals (HCEA-ESP) employee unit. Thecurrent salary rangefor this position is Grade 26on the Technical Central Office and School Based salary scale, $99,630- $150,131. Step placement will bein accordance withthe salary procedures of the Howard County Public School System and the HCEA-ESP Master Agreement which considers relevant prior experience. Under the Fair Labor Standards Act, this position is exempt from overtime.

Telework Program

Under the HCPSS Telework Program, this position is eligible forhybridwork. Telework schedules will bedeterminedby the department and/or supervisor.Telework during the probationary period will be subject to approval and based on the needs of the department and the school system.

Retirement

Membership in the Maryland State Retirement Agency (MSRA) pension plan is a mandatory condition of employment for all employees who meet the eligibility and membership criteria defined in the State Personnel and Pensions Article and the Code of Maryland Regulations (COMAR). A qualifying employee cannot reject membership, nor can an ineligible employeeelectmembership.The annualcontribution to the pension plan will be 7% of an employee's annual salary.

Benefits

HCPSS offers acomprehensive benefits packagefor eligible employees.Information aboutadditionalbenefits such as paid time off can be found in thenegotiated agreementfor employees in this bargaining unit.

Pre-EmploymentRequirements

Professional references will be contacted prior to any offerofemployment. Recommended candidates willbe requiredtoprovide references from current and recent supervisors.

All employees, regular and temporary, must be fingerprinted, have a criminal background investigation completed, and successfully complete the Maryland Employment History Review,pursuant toSection 6-113.2 of the Education Article, Annotated Code of Maryland.In addition, some positions will requirecompletion of a physical examination and/or drug testing.

Anyone offered employment isrequiredto provide proper identification and documentation of eligibility for employment in the United States. HCPSSparticipates in E-Verify anddoes not offer employee sponsorship.

For questionsregardingthis posting, please contactPhilip Wentt atphilip_wentt@hcpss.org.

EQUAL OPPORTUNITY EMPLOYER

To request an accommodation during the application or interview process due to a documented disability, please email humanresources@hcpss.org.


HCPSS celebrates diversity and is committed to creating an inclusive environment for all employees and applicants and prohibits discrimination, harassment, and retaliation of any kind. HCPSS is committed to the principle of equal employment opportunity for all employees in providing them with a work environment free of discrimination and harassment. All employment decisions at HCPSS are based on organizational needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, veteran status or present military service, family medical history or genetic information, family or parental status, or any other characteristic protected by federal, state or local laws.

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