Compensation Analyst or Senior Compensation Analyst

Administrator

20170999

Full Time

Regular

06/04/2021

The Compensation Analyst position resides within the Total Rewards unit of the Office of Human Resources and serves as both a subject matter expert (SME) for the area of compensation and is a liaison to campus constituents in providing guidance with university compensation and compensation related issues. The Compensation Analyst is responsible for using independent judgment to perform professional level technical and analytical activities in support of human resources compensation function and is required to work independently, exercising sound judgment in analyzing highly complex problems and issues.

The Compensation Analyst collaborates with the Director of Total Rewards on a variety of compensation projects, including but not limited to, the university compensation program design, analysis, and implementation of new of compensation related programs. Under the direction of the Director of Total Rewards, the Compensation Analyst assists with the development, implementation, and administration of compensation and related programs.

Collaborates with the Director of Total Rewards in the development, implementation, and administration of effective compensation strategies to recruit and retain diverse talent. Responsibilities include consultation services to campus constituents, position classification, compensation analysis, and creation of job descriptions. This position participates with other Compensation Analysts in providing training to departments on compensation and classification policies and practices. May participate with other Compensation Analysts in development of training, special projects, and compensation programs. Provides front-line point of contact support to the managers and supervisors for all matters related to compensation and classification.

• Supports the research, design, and planning of an updated university-wide compensation program.
• Serves as a primary compensation contact for their assigned client group; provides initial reviews of department requests for position changes and supports full cycle job description modifications for promotions, reorganizations, and related projects.
• Performs job audits and evaluations, initiates, and supports interactive and iterative discussions with hiring managers and supervisors.
• Communicates and coaches business leaders and employees on compensation processes and policies; provides guidance and support to managers and employees with questions and/or concerns regarding HR compliance policies, procedures, and processes.
• Formulates recommendations on job classification, compensation structure and compensation level by conducting compensation and classification analysis reviews based on university business needs.
• Conducts new and existing review requests for recruitment or post-employment related actions to determine if an existing description can be used for classification such as performing analysis and review of job classification, reclassification and independent contractor evaluation requests in accordance with FLSA, wage order, and other relevant local, state and federal laws, regulations and statutes.
• Makes recommendations on modifications to existing descriptions or creates new descriptions to accurately reflect current roles, responsibilities, and requirements.
• Performs detailed analysis and provides recommendations on appropriate compensation offers for new hires, reclassifications, and promotions.
• Provides support to the establishment and classification of all university positions; including but not limited to, salary tables, salary groups, positions, and position salary range budgets.
• In consultation with the Director of Total Rewards, recommends, conducts, and participates in existing and/or new salary surveys in order to understand competitive compensation levels for the university.
• Manages an updated job description database including creating, editing, and updating job descriptions as needed.
• Performs on-going audits on job descriptions and position titles to support position management processes and reporting.
• Audits current processes to ensure compliance with compensation and position management philosophies and procedures.
• This position also provides analytical services and support to oversee the integrity and processing of all compensation related data.
• Assists the Director of Total Rewards in managing the distribution, collection, and review of the university annual merit cycle.
• The incumbent evaluates and classifies all staff and administrator positions, completes salary surveys, maintains the current and maximizes the usage of the university compensation software and conducts audits and analysis on compensation practices.
• Audit and analyze HR records and data to maintain data integrity; write and maintain queries for records requests and HR use; maintain the quality and consistency of HRIS database information, analyze current data processes and needs, make recommendations for, and implement internal compensation related data system improvements.

• Seven to ten (7-10) years of HR and Compensation experience, education/training, OR a bachelor’s degree in related area. Comprehensive knowledge of the compensation functions as well as general knowledge of other areas of human resources.
• Strong 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 verbal communications skills to provide complex information to persons of varying backgrounds and levels of authority.
• Demonstrated experience assisting management with developing solutions to a broad range of classification, compensation and organizational design issues.
• Experience in supporting the development, administration of, and evaluating classification and compensation programs; knowledge of the development and application of compensation programs for client groups and understands how they and other initiatives may impact various areas of human resources.
• Proven interpersonal skills and customer service orientation.
• Ability to interact effectively with all levels of staff and management to influence outcomes while acting in an advisor capacity.
• Excellent verbal and written communication skills, including the ability to make presentations to large groups of employees.
• Thorough knowledge of wage and hour laws, and other laws and regulations relating to compensation, employment, collective bargaining, EEO/AA and FLSA.
• Demonstrated experience administering classification and job evaluation tools. Strong knowledge base of classification and compensation theory, practices, and guiding principles.
• Demonstrated ability to prioritize competing work assignments and meet deadlines.
• Demonstrated experience working as part of a team on various projects. Demonstrated ability to work collaboratively with client groups and other areas of human resources and complete multiple assignments on time.
• Demonstrated skill to develop presentations and/or conduct training for staff, supervisors, and managers.
• Skill and experience to provide high level consultation on classification and compensation issues to a wide range of clients in a diplomatic and confidential manner.
• Demonstrated experience/skill to research and analyze complex and varied data, analyze alternatives, and make effective recommendations.
• Experience working with HR software. Demonstrated skill to work with a variety of computer software including Microsoft Office (Word, Excel, and PowerPoint), database management, HRIS systems, electronic mail, etc.
• Demonstrated experience in the interpretation of data, identification of trends, and documentation of findings.
• Working knowledge of university policies and procedures as well as Collective Bargaining Agreements.
• Demonstrated written communication skills to produce procedures, reports, job analyses, memos that are clear, concise, and logical exhibiting correct use of syntax and grammar.
• Skill to work in a fast-paced, high volume and frequently changing environment.
• Demonstrated ability to prioritize assignments to accommodate varied workload deadlines and conflicting requests.
• Ability to work independently and exercise initiative, discretion, and good judgement.

• Previous compensation analyst work experience in a research setting and/or R2 designated university.
• Certified Compensation Professional designation

Chapman University is an equal opportunity employer committed to fostering a diverse and inclusive academic global community. The University is dedicated to enhancing diversity and inclusion in all aspects of recruitment and employment. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, gender expression, national origin, ancestry, citizenship status, physical disability, mental disability, medical condition, military and veteran status, marital status, pregnancy, genetic information or any other characteristic protected by state or federal law.

The University is committed to achieving a diverse faculty and staff and encourages members of underrepresented groups to apply. More information on diversity and inclusion at Chapman University can be found at www.chapman.edu/diversity. Applicants for Staff and Administrator positions must be currently authorized to work in the United States on a full-time basis. Chapman University does not sponsor applicants for Staff and Administrator positions for work visas. The offer of employment is contingent upon satisfactory completion and outcomes of a criminal background screening and returning to the Office of Human Resources a signed original acceptance of the Chapman University Agreement to Arbitrate.