Compensation and Classification Manager

The Compensation Manager is responsible for researching, establishing, and maintaining the university's pay system. In performing this important function, the Compensation Manager has to research and understand the current and upcoming competitive markets for employee pay and benefits. They must find ways to ensure that pay rates are fair and equitable to retain and recruit employees.


The Compensation Manager is responsible for researching, establishing, and maintaining the university's pay system. In performing this important function, the Compensation Manager has to research and understand the current and upcoming competitive markets for employee pay and benefits. They must find ways to ensure that pay rates are fair and equitable to retain and recruit employees.


Essential Functions

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  1. Specialist in job classification, market pay studies, and establishes the pay grades that govern employees' level and amount of pay.
  2. Conducts salary surveys to see how pay rates compare with those of other universities. They may also work with established online sites that specialize in compensation to do market comparisons of pay by region, number of employees, and job responsibilities.
  3. Responsible for ensuring the university's pay scale compiles with ever-changing state and federal laws and regulations. In addition, depending on the needs of the university, the Compensation Manager may oversee the performance evaluation system, employee reward systems such as bonuses, annual merit increases, and pay-for-performance plans.
  4. Meets with line managers to help develop promotion and retention strategies for existing employees.
  5. Works closely with HR Business Partners, Data Analytics, and Payroll Services to ensure that salary adjustments are done correctly and fairly.
  6. Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and university objectives; coordinates implementation and provides guidance to university staff.
  7. Provides advice to university staff on pay decisions, policy and guideline interpretation, job evaluation including the design of creative solutions to specific compensation-related programs.
  8. Manages the administration of direct compensation (executive, exempt and nonexempt compensation programs) for university staff, including the processing, recording and reporting of compensation-related actions related to salaried employees.
  9. Develops techniques for compiling, preparing and presenting data.
  10. Supervises the participation in, conducts and/or purchases exempt and nonexempt salary surveys to ensure university compensation objectives are achieved.
  11. Keeps apprised of federal, state and local compensation laws and regulations to ensure company compliance.
  12. This position will supervise one Comp & Class Specialist.

As part of the background check process, this position WILL require a satisfactory MVR (Motor Vehicle Report) as a condition of employment. See http://www.usg.edu/hr/manual/motor_vehicle_use for policy guidelines.

Kennesaw State University is an Equal Employment Opportunity/Affirmative Action employer and does not discriminate on the basis of age, color, disability, national origin, race, religion, sex, sexual orientation, and/or veteran status.

Required Qualifications:

  1. Bachelor's degree and 6-8 years experience in business, human resources or related field.
  2. 6-8 Years of progressively responsible experience in compensation
  3. Knowledge of government regulations as they apply to compensation base and incentive compensation programs, university policies, and operations.
  4. Strong interpersonal skills in dealing with top management.

Preferred Qualifications:

SHRM Certified Professional (SHRM-CP), Senior Certified Professional (SHRM-SCP), Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or Certified Compensation Professional (CCP) credential.

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