General Information
| Job Description | COMPENSATION ANL 4 | Working Title | Compensation & Classification Consultant 4 |
|---|---|---|---|
| Job Code | 000613 | Grade | 24 |
| Department Name | Human Resources - D01103 | Department Head | |
| Supervisor | Effective Date | 10/16/2017 |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|
Generic Scope
| Technical leader with a high degree of knowledge in the overall field and recognized expertise in specific areas; problem-solving frequently requires analysis of unique issues/problems without precedent and/or structure. May manage programs that include formulating strategies and administering policies, processes, and resources; functions with a high degree of autonomy. |
Custom Scope
| Technical leader who provides guidance to all levels within the organization, utilizing specialized compensation expertise within area of responsibility to resolve highly complex issues. Internal and external contacts often pertain to significant compensation programs and objectives. Normally receives little direction on assignments. May serve in a lead capacity, providing guidance to other professionals in department. |
Department Custom Scope
| This position will be responsible for managing an ongoing assignment of compensation and classification activities. Responsibilities will include administration of staff compensation programs, evaluation of base pay, market and data analysis for job families and individual jobs; preparing costing scenarios for the purpose of developing compensation options for management decision-making, including costing scenarios for multi-year collective bargaining wage proposals, review & recommendations related to market equity studies; conducting and participation in compensation surveys; analyzing and interpreting salary survey data to develop compensation structures and programs, and ensure market competitiveness. The position will coordinate campuswide compensation programs (i.e., systemwide salary programs, awards, etc), including the preparation of eligibility rosters, salary range/step structure adjustments, and campus guidelines. Serves as a subject matter and business process expert for HR systems development; and serves as a lead campus resource for classification and compensation-related policy matters. Develops and presents formal and informal campus training, and communicates compensation-related information to campus community. Participates in the assessment, strategic planning, and development of classification and compensation programs. |
Education & Experience Requirements
Education Requirements
| Degree | Requirement |
|---|---|
| Bachelor's degree in related area and/or equivalent experience/training. | Required |
Experience Requirements
| Experience | Requirement |
|---|
License Requirements
Certification Requirements
| Certification | Requirement |
|---|---|
| Certified Compensation Professional (CCP). | Preferred |
Educational Condition Requirements
| Condition | Requirement |
|---|---|
| Certified Compensation Professional rating. | Preferred |
Key Responsibilities
| Description | % Time |
|---|---|
| Applies advanced compensation concepts to analyze and develop the organization's compensation programs, including management of salaries, recognition programs, cash and non-cash bonus plans and other forms of total rewards. | 10 |
| Serves as project team member and may assume project management responsibilities. | 5 |
| Guides and designs compensation surveys to collect and analyze competitive salary information to determine organization's competitive position. | 5 |
| Guides the review of proposed salary adjustments for conformance to established guidelines, policies and practices. | 10 |
| Recommends corrective or alternative actions to resolve highly complex compensation-related problems with impact across multiple departments or the organization. | 5 |
| Reviews requests for new or revised jobs to determine appropriate salary grade assignment. | 10 |
| Formulates recommendations regarding development of organization salary structure, FLSA exemptions, job revisions and complex organizational structures. | 5 |
| Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action. | 5 |
| Leads special studies and designs programs on subjects such as incentive compensation, bonus plans, and other forms of compensation. | 5 |
| Participates in the review, research, recommendation, and development of proposals to modify existing compensation and classification tools, structures, policies, and local procedures. | 5 |
| Develop and deliver formal workshops to the campus community, as well as customized training for client groups, on a wide variety of policy, compensation, and classification topics. | 5 |
| Serve as the primary HR resource to assigned organizational units, providing interpretation of laws, policies, procedures and collective bargaining agreement articles regarding compensation and classification matters. Conduct job evaluation reviews on existing and new positions to determine appropriate classification. Prepare classification analyses and recommendations. Serve as a classification expert in arbitration hearings, and other meetings with the unions. | 10 |
| Provide consultation services to campus leadership and management covering a broad array of compensation, classification, organizational design and job description matters. | 5 |
| Participates in HRIS workgroups and committees, particularly for systems related to compensation, and classification. Provides subject matter and business process expertise to the development and improvement of HR enterprise systems. Oversees the deployment phases of the HRIS applications to the campus. Ensures appropriate training and guidance is provided to HRIS users. Manage existing HRIS applications. Prepare and implement updates to Compensation support sites and user guides. | 5 |
| Serve as the campus Systems Access Administrator (SAA) for Enterprise Access Control for systems related to compensation and classification (e.g., iReview, JDS, HRDW). Develop and prepare comprehensive periodic and ad hoc workforce data reports to management. | 5 |
| Develop and prepare comprehensive periodic and ad hoc workforce data reports to management. | 5 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Advanced knowledge of the compensation function and applicable practices and programs as well as knowledge of organization goals, objectives and initiatives. | Required |
| Advanced knowledge to develop and implement compensation programs for the organization and understands how they and other initiatives may impact various areas of human resources. | Required |
| Advanced knowledge of other areas of human resources and advanced business systems knowledge at this level. | Required |
| Advanced analytical skills to conduct diverse analysis; develop and present findings and recommendations; and highly effective written and verbal communication skills in order to present complex information in a clear and concise manner. | Required |
| Demonstrated highly effective written and verbal communication skills in order to present complex information in a clear and concise manner. | Required |
| Advanced interpersonal skills to interact with client groups and other areas of human resources as well as to understand and present how compensation can address and support business needs and objectives. | Required |
| Demonstrated ability to work in a highly collaborative manner with diverse client groups, other areas of human resources, and members of the organization's management. | Required |
| Demonstrated ability to prioritize competing work assignments and meet deadlines. | Required |
| Demonstrated ability to lead, influence and manage projects at this level. | Required |
| Demonstrated presentation skills. | Required |
| Demonstrated experience with formulating policies and procedures, taking into account legal, institutional, and operational perspectives. | Required |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|
Other Special Requirements & Conditions
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Level of Supervision Received
| Direction |
Environment
Working Environment
| Other University Setting |
Other Requirements
Items Used
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Physical Requirements
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Mental Requirements
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Environmental Requirements
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Critical Position
| Is Critical Position: No |