Job Summary

Located within the central Office of Human Resources (OHR), the Compensation Center of Excellence (CCoE) helps the university attract, recruit, retain, and develop employees by providing consultative classification and compensation services. The CCoE develops strategies to ensure the university remains a competitive market-informed employer.

These position are being recruited for as a Compensation Analyst I. The Compensation Analyst I will engage with campus stakeholders on classification related matters. In this position you will collaborate with HR professionals across campus to find solutions, provide support, and identify strategies to meet classification and compensation needs that comply with campus policies, procedures, and best practices.

Key Job Responsibilities

• 30% - Provides consultation regarding compensation issues and program direction, and ensures compensation policies and procedures are maintained and aligned with industry best practices and organizational vision
• 5% - Contributes to the planning, development, and implementation of strategic compensation and classification initiatives and objectives
• 5% - Participates in salary surveys and conducts classification and compensation studies of market data, reviews current practices, and recommends improvements to leadership to align with strategic initiatives and objectives
• 10% - Serves as unit liaison to human resources staff providing organizational information, reviewing data, and recommending solutions for complex pay scenarios in accordance with established policies, procedures regulations, and applicable laws
• 5% - Creates standard job descriptions in alignment with the established organizational structure and approved methodology
• 30% - Receives, reviews, and approves classification and compensation adjustments and new entries; and ensures adherence to existing policies and procedures
• 15% - Works on the regular maintenance of the compensation program taking initiative to evaluate its effectiveness, achievement of goals, budgetary aspects, etc., and recommend improvements to leadership where necessary