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Human Resources Specialist, Senior

West Virginia Higher Education Policy Commission
Charleston, Kanawha County
$61,000 to $97,600 annually, commensurate with experience

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Reports to the Vice Chancellor for Human Resources. Plan, design, implement and administer the system of classification and compensation that supports West Virginia higher education’s business strategies and compensation philosophies. Responsible for the data integrity and maintenance of software systems supporting the West Virginia Higher Education Compensation Management Program, designed to attract, retain, and motivate a highly skilled workforce. Consistent with best practices, manage policies and procedures to ensure they are strategic, competitive, and culturally aligned.

Classification: Full-time, Non-Classified, Exempt, Benefits-Eligible

Remote Employment: Flexible/Hybrid

Duties and Responsibilities:

Responsible for maintenance of system-wide classification and compensation program; Manages statutorily required market study every five years. Updates market data annually and recommends changes to compensation structures as indicated by the data.

Responsible for data integrity, data support and vendor maintenance of software programs designed to provide consistent and uniform documentation and storage of higher education job and compensation information for jobs across both systems. Provide resources that enable user institutions to better define job markets and to conduct market analysis for all categories of employees as required by WV Code.

Conducts job analysis; writes and updates uniform job specifications; manages an organized system for regular review and update of statewide master classification specifications. Develops career path strategy tools to define positions requirements and the requisite skills needed for advancement in specific areas.

Manages statewide job classification committee: Prepares all materials for and participates in the work of the Job Classification Committee to review and update specifications, classify or recommend reclassification of positions, creation or modification of titles, or elimination of job titles in order to maintain uniformity throughout the systems.

May testify on behalf of the Job Classification Committee in employee appeals and grievances.

Conducts and delivers decision support research, analysis, data, tools and structures related to compensation and classification to inform decision making by senior administrator(s). Partner with leadership to align and ensure fair and equitable compensation practices using data to inform decisions.

Responds to classification and associated compensation concerns, questions, and issues. Provides advice and consult to institutions, managers and supervisors on day-to-day compensation issues, policy interpretation, problem resolution, and compliance with Systems regulations.

Serves in a consultative role to institutions keeping in mind how classification and compensation decisions impact recruitment and selection, performance management, and career development. As such, this position will perform the most complex classification studies and actions, lead department-wide classification projects, and perform market analysis to evaluate current pay rates for competitiveness.

Serves as expert resource to individual institutions on issues of classification and compensation including developing and maintaining consistent job descriptions, benchmarking, salary analysis and market comparisons.

Oversees maintenance of codification system of job titles and grades for use by institutions in data reporting and for use in statewide payroll system (wvOASIS).

Develops and delivers training on job classification, equity analysis, writing job descriptions, conducting job evaluations; application of the Fair Labor Standards Act (FLSA) and other HR related laws and policies;

Develops system wide communications about changes to classification and compensation program for review by the Vice Chancellor.

Serves as system administrator for MarketPay, an advanced HR platform for reliable market-data and salary survey development and maintenance. Uploads annual salary survey data, oversees interface of employee, job and salary data from OASIS HRM. Conducts job matching and market pricing for WV higher education master classification specifications, conducts workforce analytics and conducts survey submissions. Builds pay structure, merit modeling and regressions

Agency/Division of Human Resources Responsibilities:

  • Serves as a valuable team member for the Division of Human Resources in the delivery of a comprehensive human resources programs to the agencies. May oversee projects and programs such as policy review, performance management, EEO/AA administration, salary administration, and or workforce development/talent management.
  • Participate in the review and revision of HR related policies, legislation, reports and programs and prepare policy recommendations. Develop and prepare agency compensation reports and analyses (e.g., benchmark comparisons, pay plan reports, personnel actions).
  • Maintains HR SharePoint web pages for agency internet, and institutional chief HR officers access to Master Classification Specifications.
  • Advises, consults and partners with leadership in assigned area(s) to resolve issues related to compensation, equity and HR compliance.
  • Advises managers and employees on resolutions for specific problems relating to salaries, job descriptions, and job content issues as well as other employee relations, performance management or employment issues as they arise.
  • Using available data sources, prepares reports for the office of the Vice Chancellor for Human Resources. Conducts and completes market salary surveys.
  • Performs other related duties as assigned.

Education and Experience:

Bachelor's degree from an accredited college or university in human resources, business administration, industrial relations, information technology, computer science or related degree is required. There will be no substitution or equivalency for the bachelor's degree.

Master’s degree OR Certified Compensation Professional (CCP) certification is strongly preferred.

Must be willing to obtain CCP credential within 24 months of employment.

Five years recent relevant experience required. Prefer experience in higher education. Experience in West Virginia higher education is a plus.

Professionally recognized Human Resources certifications are strongly preferred (CCP, SPHR, SHRM-SCP, etc.)

Required Knowledge, Skills, and Abilities:

  • Ability to work independently with attention to detail.
  • Technical expertise to set up and update SharePoint web pages.
  • Excellent verbal and written communications skills with the ability to prepare written reports, present recommendations and prepare documentation in a comparison/contrast writing style.
  • Excellent interpersonal skills using tact, patience and courtesy;
  • Ability to establish and maintain cooperative and effective working relationships with others.
  • Strong mathematical, analytical, problem-solving skills and logical reasoning.
  • Attentive to detail and follow-up; deadline oriented; very strong ability to prioritize and multi-task.
  • Advanced level of skill in Microsoft Excel for analysis and presentation of data; ability to write and use complex formulas.
  • Excellent organizational skills.
  • Must possess ability to plan, schedule, and organize workload and projects, ensuring deadlines are met.
  • Flexibility, able to adapt to change in work and priorities.
  • Demonstrated experience moderating work groups and, facilitating discussions to translate business needs into effective human resources programs
  • Ability to maintain data integrity through attention to detail and accuracy, prioritize and meet aggressive deadlines, and process, manipulate, and summarize reports.
  • Ability to maintain high level of confidentiality and professionalism.
  • Ability to work with and influence others effectively at all levels of management and staff internally and externally.
  • Ability to exercise initiative and independent judgment.
  • Ability to analyze situations accurately and adopt an effective course of action.
  • Ability to apply concepts such as fractions, percentages, ratios and proportions to practical situations.
  • Expert knowledge of HR practices and principals.
  • Knowledge of applicable federal and state employment laws and regulations.
  • Demonstrated experience administering the Fair Labor Standards Act (FLSA)
  • Proficiency in HRIS database management, analysis, logic, and report generation.
  • Strong knowledge of compensation programs including base pay and variable pay.
  • Contemporary knowledge of compensation data analytics.
  • Strong skills in the design and delivery of compensation communication and training materials.
  • Extensive knowledge of total compensation philosophy.
  • Extensive knowledge of salary administration practices and principles.
  • Demonstrated proficiency in conducting salary surveys, benchmarking jobs, conducting desk audits, performing data analysis, preparing reports and making recommendations.
  • Must be able to represent the Division of Human Resources, the Commission and the Council in a professional manner at all times.

Review of applications begins December 14, 2022. Applications will be accepted until position is filled.

Application Process:

In addition to filling out the online application, qualified candidates must submit a letter of interest and a current resume.

Final candidates are subject to employment and credential verification, as well as reference and background checks.


Equal Opportunity/Affirmative Action Employer/Veterans/Disabled


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