Address
Form of workDescription
Compensation Analyst II
Performs senior-level professional compensation work in the administration of the university compensation program and the design and development of human resource management systems and reports.
1. Analyzes and conducts classification reviews, and prepares recommendations; composes and writes new job descriptions.
2. Counsels department supervisors and administrators in staff compensation administration and interpretation of compensation policies and procedures; recommends appropriate actions.
3. Conducts complex compensation projects, such as job studies and market analyses; participates in the preparation of pay structure proposals.
4. Researches federal and state laws, rules and regulations; and recommends new and revised compensation policies and procedures.
5. Designs and develops ad-hoc and recurring human resource reports for management and university-wide distribution.
6. Assists with the administration of the PeopleSoft Human Resources Management System (HRMS); maintains tables, audits data, and develops processes and procedures. Participates in coordinated efforts for system enhancements.
7. Manages departmental databases for the purpose of analyzing compensation data, and develops standard queries and reports.
8. Develops training materials and conducts training classes regarding compensation policies and procedures.
9. Participates in the implementation and administration of university-wide merit and equity salary adjustments.
10. Provides work leadership to Compensation Section staff.
11. Performs other job-related duties as assigned.
Sr. Compensation Analyst
Conducts senior-level compensation analysis and evaluation. Works closely with Sr. Human Resources Business Partners (HRBP) to manage and execute compensation assignments. Provides guidance and input to designated internal client groups and respective HR team members on compensation matters. Leads and collaborates in compensation-related projects. Identifies solutions for current business practices and continued improvement in service delivery.
EEO/AA
Qualifications
Compensation Analyst 2
Bachelors and 3 years experience
Requires a thorough understanding of both theoretical and practical aspects of an analytical, technical or professional discipline; or the basic knowledge of more than one professional discipline. Knowledge of the discipline is normally obtained through a formal, directly job-related 4 year degree from a college or university or an equivalent in-depth specialized training program that is directly related to the type of work being performed. Requires a minimum of three (3) years of directly job-related experience.
Salary: $4,463.00 - $5,804.00 monthly
Sr. Compensation Analyst
Bachelors and 5 years experience
Requires a thorough understanding of both theoretical and practical aspects of an analytical, technical or professional discipline; or the basic knowledge of more than one professional discipline. Knowledge of the discipline is normally obtained through a formal, directly job-related 4 year degree from a college or university or an equivalent in-depth specialized training program that is directly related to the type of work being performed. Requires a minimum of five (5) years of directly job-related experience.
Additional Job Posting Information
Preferred qualification:
Certified Compensation Professional
Compensation Analyst II
Performs senior-level professional compensation work in the administration of the university compensation program and the design and development of human resource management systems and reports.
1. Analyzes and conducts classification reviews, and prepares recommendations; composes and writes new job descriptions.
2. Counsels department supervisors and administrators in staff compensation administration and interpretation of compensation policies and procedures; recommends appropriate actions.
3. Conducts complex compensation projects, such as job studies and market analyses; participates in the preparation of pay structure proposals.
4. Researches federal and state laws, rules and regulations; and recommends new and revised compensation policies and procedures.
5. Designs and develops ad-hoc and recurring human resource reports for management and university-wide distribution.
6. Assists with the administration of the PeopleSoft Human Resources Management System (HRMS); maintains tables, audits data, and develops processes and procedures. Participates in coordinated efforts for system enhancements.
7. Manages departmental databases for the purpose of analyzing compensation data, and develops standard queries and reports.
8. Develops training materials and conducts training classes regarding compensation policies and procedures.
9. Participates in the implementation and administration of university-wide merit and equity salary adjustments.
10. Provides work leadership to Compensation Section staff.
11. Performs other job-related duties as assigned.
Sr. Compensation Analyst
Conducts senior-level compensation analysis and evaluation. Works closely with Sr. Human Resources Business Partners (HRBP) to manage and execute compensation assignments. Provides guidance and input to designated internal client groups and respective HR team members on compensation matters. Leads and collaborates in compensation-related projects. Identifies solutions for current business practices and continued improvement in service delivery.
- Conducts staff reclassifications and job evaluations, using surveys, government sites, and public information to document and recommend appropriate job matches for market pricing.
- Reviews salary increases, interim pay, additional pay, or other pay for pay guideline compliance, accurate coding, documentation, and legislative adherence.
- Meets regularly with designated HRBP and Talent Management colleagues to discuss/manage worklists and resolve issues. Communicates on a regular basis with Business Office on compensation process, practices, or guidelines.
- Works closely with Compensation Manager on project management and strategic planning for compensation unit.
- Leads or collaborates on complex compensation/HR projects. Projects may include, but not limited to, job description review/update, pay structure proposals, equity/merit increases, job upgrades, or performance management.
- Analyzes compensation-related trends and metrics to develop solutions, programs and policies.
- Approves new hire salaries and collaborates with Talent Acquisition on salary offers.
- Determines FLSA status and classifies job's salary plan & grade, job family & sub family, and other job code table properties. Works directly with members of Human Resources department to set up jobs within HRIS.
- May draft training, project, or communication materials for review by manager. As part of development, may train HR team members on processes, tools, guidelines, or similar materials. Provides work leadership to other Compensation Analysts in department. Participate in salary surveys, as needed. Performs other job-related duties as assigned.
EEO/AA
Qualifications
Compensation Analyst 2
Bachelors and 3 years experience
Requires a thorough understanding of both theoretical and practical aspects of an analytical, technical or professional discipline; or the basic knowledge of more than one professional discipline. Knowledge of the discipline is normally obtained through a formal, directly job-related 4 year degree from a college or university or an equivalent in-depth specialized training program that is directly related to the type of work being performed. Requires a minimum of three (3) years of directly job-related experience.
Salary: $4,463.00 - $5,804.00 monthly
Sr. Compensation Analyst
Bachelors and 5 years experience
Requires a thorough understanding of both theoretical and practical aspects of an analytical, technical or professional discipline; or the basic knowledge of more than one professional discipline. Knowledge of the discipline is normally obtained through a formal, directly job-related 4 year degree from a college or university or an equivalent in-depth specialized training program that is directly related to the type of work being performed. Requires a minimum of five (5) years of directly job-related experience.
Additional Job Posting Information
Preferred qualification:
Certified Compensation Professional
