General Information
| Job Description | COMPENSATION ANL 3 | Working Title | Compensation and Classification Analyst |
|---|---|---|---|
| Job Code | 007726 | Grade | 23 |
| Department Name | Total Compensation - D02039 | Department Head | Samuel Najera |
| Supervisor | Deborah Page | Effective Date | 04/12/2023 |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|
Generic Scope
| Experienced professional who knows how to apply theory and put it into practice with in-depth understanding of the professional field; independently performs the full range of responsibilities within the function; possesses broad job knowledge; analyzes problems/issues of diverse scope and determines solutions. |
Custom Scope
| Uses skills and experience as a seasoned professional with a comprehensive understanding of compensation concepts. Resolves complex issues in imaginative and practical ways where analysis of situations and data requires a review of a variety of factors. General instructions may be provided on new assignments and initiatives. |
Department Custom Scope
| The Compensation & Classification Analyst will manage ongoing assignments of compensation and classification activities and be the main point of contact for consultations, reviews, and approvals of requests for a specific set of clients (colleges, schools, and/or administrative organizations). Responsibilities will include administration of staff compensation programs (union represented and non-represented) such as: conducting job classification reviews and determinations; evaluation of base pay and it's alignment with UC and UCR pay practices and State / Federal laws; 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 and recommendations related to market equity studies; conducting and participation in salary surveys; analyzing and interpreting salary survey data to assess and/or develop compensation structures and programs to ensure market competitiveness. Under general supervision the incumbent in this position will also contribute to the coordination of campus wide compensation programs (i.e., systemwide salary programs implementation, local salary programs, awards, etc.). This may include: preparation of eligibility rosters for salary range/step structure adjustments; auditing and follow up for resolution on issues with implemented salary changes; review and recommendation of campus guidelines and informational resources. They will also, partner with the compensation team members to develop and present formal and informal campus training and communicate compensation-related information to campus community. Participates in the assessment 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 |
|---|---|
| Compensation and classification experience in a higher education environment. | Preferred |
| 4 - 7 years of related experience. | Required |
| Experience with HRIS applications. | Preferred |
| Experience with and consulting with clients on collective bargaining agreements. | Preferred |
License Requirements
Certification Requirements
| Certification | Requirement |
|---|
Educational Condition Requirements
| Condition | Requirement |
|---|---|
| Certified Compensation Professional rating. | Preferred |
Key Responsibilities
| Description | % Time |
|---|---|
Applies a comprehensive understanding of professional compensation concepts to analyze the compensation of employees, organization compensation programs and total rewards initiatives.
|
35 |
Reviews proposed salary adjustments for conformance to established guidelines, policies and practices.
|
15 |
Conducts complex data analyses to assess compensation issues and recommend appropriate courses of action.
|
10 |
| Builds relationships with targeted client groups within the organizational units as the compensation partner. Serves 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. | 10 |
| Participate in UCR 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 UCR HR enterprise systems. In partnership with UCR Employee and Organization Development team, refine and/or create new training and/or informational resource guides for HRIS users. | 10 |
| Participates in and develops compensation surveys to collect and analyze competitive salary information to determine organization's competitive position. | 5 |
| Recommends corrective or alternative actions to resolve complex compensation-related problems. | 5 |
| Develops recommendations regarding FLSA exemptions, job revisions, and organizational structures. | 5 |
| Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action. | 5 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Demonstrated ability to work collaboratively with client groups and other areas of human resources and complete multiple assignments on time. | Required |
| Strong interpersonal skills to interface with business units and other areas of human resources. | Required |
| Comprehensive knowledge of the compensation functions as well as general knowledge of other areas of human resources. | Required |
| Analytical skills to conduct analysis and develop recommendations as well as effective written and verbal communication skills to convey findings and recommendations clearly and concisely. | Required |
| Knowledge to develop and implement compensation programs for client groups and understands how they and other initiatives may impact various areas of human resources. | Required |
| Demonstrated ability to prioritize competing work assignments and meet deadlines. | Required |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|---|
| Must pass background check. | Required |
Other Special Requirements & Conditions
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Level of Supervision Received
| General Supervision |
Environment
Working Environment
| Human Resources Office/Campus/Telecommuting |
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: Yes |