General Information
| Payroll Title | PERSONNEL ANL PRN | Title Code | 007661 | Grade/Step | 10 | Working Title | Principal Compensation/Classification Analyst |
|---|---|---|---|---|---|---|---|
| Department Name | Human Resources Dept | Supervisor | Gaddie, Linda L | Department Head | Jadie Lee |
Special Requirements and Conditions
| Critical Position |
| Travel Outside of Normal Business Hours |
Level of Supervision Received
| General Direction |
Items Used
| Computer, Printer, Copier, Scanner, Calculator |
Position Purpose
| Under general direction, provide project leadership and high-level analytical work pertaining to compensation and classification programs and policies. Responsibilties include administration of compensation programs for staff, development and participation in market surveys and compensation studies, development and enhancement of compensation structures, and development of job evaluation tools/methodologies. In addition, the position conducts individual reclassification and equity reviews, and organizational studies; supports the collective bargaining process by preparing complex cost analyses for multi-year contracts; 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. Takes a lead role with the assessment, strategic planning, and development of classification and compensation programs. Position has significant responsibility for the management of compensation related HRIS systems and processes that interface with the University of California Office of the President. |
Essential Functions
| Essential Function | % Time |
|---|---|
| Compensation | 30 |
| Research and design compensation structures and progressive pay programs. Develop, update, and implement compensation policy, procedures, and programs. Conduct base pay market and data analysis for job families and individual jobs. Prepare salary analyses and recommendations based on internal and external salary data. Prepare costing scenarios for the purpose of developing compensation options for management decision-making, including costing scenarios for multi-year collective bargaining wage proposals, market pay studies, and internal equity studies. Conduct and participate in University compensation surveys. Analyze and interpret salary survey data to develop compensation structures and programs, and ensure market competitiveness. Coordinate campuswide wage and merit programs, including the preparation of eligibility rosters, salary range/step structure adjustments, and campus guidelines. |
|
| Classification and Job Evaluation | 30 |
| Develop new job evaluation methodologies. Consult with users in determining the most effective methodology. Research job evaluation approaches, recommend new methodologies, and develop requests for proposal of new job evaluation methodologies. Research, recommend, and develop proposals to modify existing classification structures. Draft new or revised classification tools, including classification specifications, questionnaires, job family matrices, and benchmark descriptions. Analyze and make recommendations on improving the efficiency and quality of the job evaluation process. Conduct job evaluation reviews on existing and new positions to determine appropriate classification. Prepare classification analyses and recommendations. |
|
| Human Resource Information Systems Development, Management, and Reporting | 20 |
| Provide subject matter and business process expertise to the development of HR enterprise systems. Participate in HRIS workgroups and committees, particularly for systems related to compensation, and classification. Oversees the deployment phases of the HRIS applications to the campus. Take the lead in ensuring appropriate training and guidance is provided to HRIS users. Manage existing HRIS applications. 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. Prepare and implement updates to Compensation support sites and user guides. |
|
| Campus Resource for Classification, Compensation, and Policy | 15 |
| Provide consultation services to campus leadership and management covering a broad array of compensation, classification, organizational design and job description matters. 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. Represents Human Resources on compensation and classification matters in campus-wide committees. 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. Serve as a classification expert in arbitration hearings, and other meetings with the unions. |
|
| Other Duties as Assigned | 5 |
| Other duties as assigned to support the campus mission, Human Resources, and the Compensation/Classification unit. Takes a lead role with the assessment, strategic planning, and development of classification and compensation programs. |
|
Minimum Requirements
| Minimum Requirement | Display Ranking |
|---|---|
| 1 | |
| Graduation from college in related field and six years demonstrated progressively responsible experience in human resources in a senior Compensation or HR analyst or HR manager capacity; or an equivalent combination of education and experience.
|
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| 2 | |
| Extensive compensation experience, including job evaluation, market pricing, salary surveys, and incentive programs. |
|
| 3 | |
| Demonstrated knowledge of applicable laws, regulations and policies related to compensation and classification. |
|
| 4 | |
| Demonstrated strong experience in conducting analytical reviews using advanced statistical, mathematical, and research skills with demonstrated advanced knowledge and experience with data analysis, query tools, data extraction, and data summarization. |
|
| 5 | |
| Excellent written and oral communication skills to write and deliver accurate, clear, concise, and compelling analytical summaries and reports. |
|
| 6 | |
| Demonstrated strong experience in creating new models and/or strategies to explain or solve problems. |
|
| 7 | |
| Demonstrated experience with formulating policies and procedures, taking into account legal, institutional, and operational perspectives. |
|
| 8 | |
| Extensive and advanced technical skills to prepare complex analytical studies and narrative reports using technically advanced features of Microsoft Excel, Word, and PowerPoint. |
|
| 9 | |
| Strong initiative and follow-through, self-motivated and results-oriented to set and meet aggressive commitments. Demonstrated abilities in establishing productive, cooperative, and mutually beneficial working relationships in both individual and team environments with clients, coworkers, peers, and management. |
|
| 10 | |
| Ability to apply a client-oriented, consultative, and flexible approach in analysis and resolution of issues at all levels in the organization. Ability to use discretion, exercise good judgment and resourcefulness, tact, diplomacy and maintain strict confidentiality. |
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Preferred Qualifications
| Preferred Qualification | Display Ranking |
|---|---|
| 1 | |
|
Graduate degree in a related field. |
|
| 2 | |
|
CCP designation or completed coursework toward CCP designation. |
|
| 3 | |
|
PHR or SPHR designation. |
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| 4 | |
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Knowledge and experience working in Human Resources for a higher educational institution or public agency. |
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| Posted Position Purpose |
|---|
| A DETAILED JOB ANNOUNCEMENT MAY BE OBTAINED ON THE BUSINESS AND ADMINISTRATIVE SERVICES WEBSITE: www.bas.ucr.edu.
Under general direction, provide project leadership and high-level analytical work pertaining to compensation and classification programs and policies. Responsibilties include administration of compensation programs for staff, development and participation in market surveys and compensation studies, development and enhancement of compensation structures, and development of job evaluation tools/methodologies. In addition, the position conducts individual reclassification and equity reviews, and organizational studies; supports the collective bargaining process by preparing complex cost analyses for multi-year contracts; 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. Takes a lead role with the assessment, strategic planning, and development of classification and compensation programs. Position has significant responsibility for the management of compensation related HRIS systems and processes that interface with the University of California Office of the President. |
| Posted Minimum Requirements |
| Graduation from college with a degree in a related field and six years demonstrated progressively responsible experience in human resources in a senior Compensation or HR analyst or HR manager capacity; or an equivalent combination of education and experience.
Extensive compensation experience, including job evaluation, market pricing, salary surveys, and incentive programs. Demonstrated knowledge of applicable laws, regulations and policies related to compensation and classification. Demonstrated strong experience in conducting analytical reviews using advanced statistical, mathematical, and research skills with demonstrated advanced knowledge and experience with data analysis, query tools, data extraction, and data summarization. Excellent written and oral communication skills to write and deliver accurate, clear, concise, and compelling analytical summaries and reports. Demonstrated strong experience in creating new models and/or strategies to explain or solve problems. Demonstrated experience with formulating policies and procedures, taking into account legal, institutional, and operational perspectives. Extensive and advanced technical skills to prepare complex analytical studies and narrative reports using technically advanced features of Microsoft Excel, Word, and PowerPoint. Strong initiative and follow-through, self-motivated and results-oriented to set and meet aggressive commitments. Demonstrated abilities in establishing productive, cooperative, and mutually beneficial working relationships in both individual and team environments with clients, coworkers, peers, and management. Ability to apply a client-oriented, consultative, and flexible approach in analysis and resolution of issues at all levels in the organization. Ability to use discretion, exercise good judgment and resourcefulness, tact, diplomacy and maintain strict confidentiality. |
| Posted Preferred Qualifications |
| Graduate degree in a related field.
CCP designation or completed coursework toward CCP designation. PHR or SPHR designation. Knowledge and experience working in Human Resources for a higher educational institution or public agency. |