General Information
| Job Description | COMPENSATION MGR 2 | Working Title | Director of Total Compensation |
|---|---|---|---|
| Job Code | 000617 | Grade | 26 |
| Department Name | Human Resources - D01103 | Department Head | |
| Supervisor | Effective Date | 04/03/2017 |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|---|---|
| 000613 | COMPENSATION ANL 4 | 3 |
| 007720 | BENEFITS ANL 3 | 2 |
| 007721 | BENEFITS ANL 4 | 1 |
| 007373 | ADMIN AST 3 | 1 |
Generic Scope
| Oversees through subordinate managers a large department or multiple smaller units, OR manages a highly specialized technical function / team. Has significant responsibility to achieve broadly stated goals through subordinate managers. Determines objectives, directs programs, develops strategies and policies, manages human, financial, and physical resources, and functions with a high degree of autonomy. Proactively assesses risk to establish systems and procedures to protect organizational assets. Determines strategies for a program with organization-wide impact. |
Custom Scope
| Establishes objectives and work plans, and delegates assignments to subordinate managers. Responsible for managing, preparing, administering, and directing Compensation staff resources. Reviews and approves recommendations for compensation programs. Involved in developing, modifying and executing compensation policies that affect immediate operation(s) and may also have organization-wide effect. Erroneous decisions or failure to achieve goals results in additional costs and personnel, and serious delays in overall schedules. |
Department Custom Scope
| Under the general direction of the Associate Vice Chancellor of Human Resources (AVC-HR), this position manages and leads a team of 6-8 subject matter experts whose work has campus-wide impact. The incumbent is the primary adviser to the AVC-HR on all matters pertaining to campus staff compensation and classification including recommending strategies that enhance the management of Riverside's staff workforce and for the local administration of the system-wide benefits programs and represents the AVC-HR on these matters in system-wide groups. The incumbent assesses campus compliance with staff EEO compensation requirements and collaborates on the development of the campus Affirmative Action Plan. She/he works collaboratively with colleagues in the Office of the Vice Chancellor for Business and Administrative Services, Resource Planning and Budget, all campus organizational units and other campus groups on design, implementation and policy interpretation matters as they relate to compensation and benefits. He/she designs and recommends campus compensation programs. The incumbent will serve as the Senior Management Group (SMG) Coordinator for the campus. She/he will ensure the fair and equitable administration of all compensation and benefits programs in accordance with UC or locally defined policies and procedures. The incumbent manages the open enrollment processes and develops creative programs to educate faculty and staff concerning their benefits programs. He/she maintains a customer service and process improvement focus which includes developing metrics that help improve business processes and unit effectiveness. He/she establishes objectives and work plans and delegates assignments to subordinates who are developed as a team that sustains positive relationships with campus clients and sustains the trust and confidence of staff and managers in the classification, compensation, and benefits management processes. |
Education & Experience Requirements
Education Requirements
| Degree | Requirement |
|---|---|
| Bachelor's degree in related area and/or equivalent experience/training. | Required |
| Master's degree in human resources, business administration or a related field. | Preferred |
Experience Requirements
| Experience | Requirement |
|---|
License Requirements
| License | Requirement |
|---|---|
| Certified Compensation Professional (CCP) | Preferred |
| Senior Professional in Human Resources (SPHR) | Preferred |
| SHRM Senior Certified Professional (SHRM-SCP) | Preferred |
Certification Requirements
| Certification | Requirement |
|---|
Educational Condition Requirements
| Condition | Requirement |
|---|
Key Responsibilities
| Description | % Time |
|---|---|
| Has overall departmental responsibility for the development of organization-wide salary structures, salary budgets, and compensation programs, policies and procedures. | 20 |
| Leads and guides the process for developing job descriptions/job family content and the job evaluation process. | 5 |
| Guides the unit in the assessment of competitive market trends using salary survey analyses and internal turnover data to develop compensation programs that meet business needs. | 5 |
| Oversees analyses and policy development for highly complex compensation issues and processes. | 5 |
| Oversees through subordinate managers and professionals the development and recommendation of changes to existing compensation policies and programs. | 25 |
| Represents the organization at system-wide meetings. | 5 |
| Has overall departmental responsibility for the local administration of all University of California benefits programs including open enrollment planning and implementation. | 15 |
| Serves as a consultant to management on compensation, salary plans, pay decisions, organization and workforce planning, and recognition and incentive award programs. | 10 |
| Serves as the Senior Management Group (SMG) Coordinator and provides high-level analytical support for SMG compensation actions, develops compensation justification for items presented to the UC Board of Regents, and oversees SMG compliance requirements. | 5 |
| Initiates and participates in HRIS systems development and serves as a subject matter expert on campus and system-wide work groups related to compensation and benefits. | 5 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Has thorough knowledge of all compensation programs and initiatives including base pay, incentive/bonus and equity programs. | Required |
| Demonstrates knowledge of federal/state legislation and labor contracts that affect compensation policies as well as understanding of current business trends. | Required |
| Possesses advanced knowledge of organizational policies, procedures, initiatives and fiscal/budget processes in addition to a thorough knowledge of human resources practices and procedures. | Required |
| Possesses skills to manage and develop staff members. | Required |
| Demonstrates highly effective written and verbal communication, decision-making, analytical, problem solving, critical thinking, project/initiative management, interpersonal and organizational leadership skills. | Required |
| Shows ability to exercise a high degree of judgment in recommending and developing diverse compensation programs and to understand the interrelationship of such programs in other areas of human resources and the organization. | Required |
| Is able to work in a highly collaborative manner at all levels across the organization. | Required |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|
Other Special Requirements & Conditions
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Level of Supervision Received
| GeneralDirection |
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 |