"Compensation & HRMS Analyst"

The Compensation & HRMS 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 its 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; analyzing and interpreting salary survey data to assess and/or develop compensation structures and programs to ensure market competitiveness. They will independently manage and coordinate HRMS updates for classifications, salary ranges, and job descriptions to ensure campus wide and individual data within is accurate which enables seamless system / process usage.

Key Responsibilities:

• HRM System & Data Management - Trouble shoot HRM System issues, as needed. Maintain the accuracy of data within the Human Resources Management System (HRMS) Compensation modules. Modules include: Job Code Information, Job Builder, Applications Administration. Manage and improve data integrity through clean up projects that require analysis of problems and determining the best approach for solutions to ensure seamless usage of the systems by the UCR Campus community within colleges and administrative units (all staff, Dept HR Coordinators, Organizational HR Coordinators). This requires cross referencing multiple repositories of data (UCPath, HRMS, UCOP SharePoint, etc.) to maintain data integrity. In example: when revisions to classification standards are received from UCOP assess what data has changed and update all job classifications/standards within the HRMS Job Builder and Job Code Information and troubleshoot merge template issues with ITS. When corrections are needed to the parent information received from UCOP work with UCOP Compensation to correct; audit accountability structure errors and collaborate with Dept HR Coordinators, Organizational HR Coordinators across UCR campus directly to determine what corrections are need and resolve data integrity issues and implement the changes. As the Systems Administrator (SAA) for HRMS provide access to employees as appropriate. (30%)
• Applies a comprehensive understanding of professional compensation concepts to analyze the compensation of employees, organization compensation programs and total rewards initiatives. (25%)
• Reviews proposed salary adjustments for conformance to established guidelines, policies and practices.

Requirements: Bachelor's degree in related area and/or equivalent experience/training. Classification / Compensation experience in a higher education or public sector environment. 4 - 7 years of related experience. Experience with collecting and/or managing data integrity. Comprehensive knowledge of the compensation functions as well as general knowledge of other areas of human resources. Knowledge to develop and implement compensation programs for client groups and understands how they and other initiatives may impact various areas of human resources. Strong interpersonal skills to interface with business units and other areas of human resources. Demonstrated ability to work collaboratively with client groups and other areas of human resources and complete multiple assignments on time. Demonstrated ability to prioritize competing work assignments and meet deadlines. 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. Demonstrated knowledge of collective bargaining agreements and their impact on compensation and classification structures.