Senior Compensation Analyst

Location
Irvine, Orange County
Posted
May 14, 2014
Jobs Outside Higher Education
Businesses & Consultants
Department: Human Resources
Req No.: 2014-0339
Location: UCI Campus - Irvine

Job Summary

Provide consultative services to managers, supervisors and employees on compensation, classification, and pay issues and with management on organizational and staff development issues related to classification and compensation programs. Interpret policies, procedures, and labor agreements as they relate to compensation. Conduct job evaluation studies for non-academic managerial, professional and support staff, and bargaining unit positions. Participate in salary surveys, preparing cost analyses, and developing communications and resources as needed to support the campus' understanding of the University classification program. Lead the planning and implementation of a new classification program. Develop strong working relationships with client personnel that foster client ties.

 

Salary: Range $61,8000 - $90,000

Work Schedule: 8-5, M-F

Career Position.

Candidate subject to a background check.

Final candidate subject to background check.

As a federal contractor, UC Irvine is required to use E-Verify to confirm the work status of individuals assigned to perform substantial work under certain federal contracts/subcontracts.

No relocation assistance provided.

Please attach your resume.

 

Click here to see the Human Resources website.

 

View Job Description for the position requirements. 


Job Description
Job Essential Function 1
Percent of Time: 40%
 
Classification: Conduct job evaluation studies for non-academic staff positions on campus, including classification of management and union positions and prepare records on the validity of the evaluation. Provide leadership to Human Resources and campus managers on classification issues. Evaluate classification/job evaluation system and develop and recommend improvements, as necessary. Serve as a resource to campus and colleagues in UCI's classification programs. Develop procedures, guidelines, informative material to support the campus customers in classification and job evaluation.
 
Job Essential Function 2
Percent of Time: 35%
 
Project Management: Under the direction of the Director, lead and manage the implementation of a new classification program.  Collaborate with client stakeholders and team members to establish project requirements, resources and time lines that allow for the successful implementation of the program.  Effectively lead, coordinate and deliver project deliverables on time.  Responsible for overall project communication.  Communicate project time lines, milestones and other key metrics to Director and team members on a regularly scheduled basis and on an ad hoc basis with campus leadership and the Office of the President.  Reduce University liability by ensuring compliance with all federal employment laws and regulations with the consistent application of the new classification structure.  Continually identify and proactively manage project risks & issues; escalate issues as needed.  Develop and deliver new training materials to support the program; present instructor-led sessions.
 
Job Essential Function 3
Percent of Time: 25%
 
Compensation: Perform complex market analyses across diverse occupational categories. Conduct salary surveys, perform equity analyses across personnel programs, make recommendations to vice chancellors, deans and directors. Coordinate campuswide implementation of new and revised compensation policies, procedures and programs involving new concepts and techniques.  Advise supervisors, managers, and colleagues in the interpretation and application of policies, procedures, bargaining unit contracts and laws and regulations as they relate to compensation and classification. Monitor and evaluate compensation program administration and recommend improvements.  Advises management across campus on compensation strategies to best accomplish goals and objective relative to the recruitment, retention, and motivation of employees. Performs the highest level of analysis for management program officials, particularly management programs. Develop innovative solutions to the most unique and sensitive problems associated with pay and classification.
 
SKILLS, KNOWLEDGE AND ABILITIES:
 
Required:
Demonstrated experience administering classification and job evaluation tools.
Experience in developing, administering, and evaluating classification and compensation programs, exhibiting knowledge of principles and practices.
Demonstrated project management experience
Strong analytical orientation coupled with the ability to interpret data, identify trends, and convey findings to all levels of personnel.
Strong interpersonal skills, including the ability to challenge, persuade, and negotiate with all levels of management.
Demonstrated written communication skills to produce procedures, reports, job analyses, memos, training materials, etc. that are clear, concise, logical, and that exhibit the correct use of syntax and grammar.
Proficient in the use of MS Excel, Access and Word
Skill in developing and delivering training for groups of managers, staff, or faculty on classification and compensation theory, concepts and principles.
Ability to work independently and exercise initiative, discretion and judgment.
Strong organizational and time management skills.
Demonstrated knowledge of legal requirements impacting plan design and delivery of compensation and classification programs.
Bachelor's degree in Human Resource Management or related field and in-depth progressive experience in HR classification and compensation practices.
 
Desired:
Education or public sector experience.
Working knowledge of PeopleSoft
Experience working in a union environment.
Certification as a Compensation Professional (CCP).
Knowledge of UC policies and procedures and labor contracts pertaining to staff employees.
 
Below are general guidelines on the position's physical, mental, and environmental working conditions.
In accordance with applicable state and federal law, UCI provides reasonable accommodations for applicants with disabilities upon request. For more information, please contact Human Resources at (949) 824-5210.
 
Bend: Not Applicable
Squat: Not Applicable
Crawl: Not Applicable
Climb: Not Applicable
Kneel: Not Applicable
Handle Objects: Not Applicable
Push/Pull: Not Applicable
Reach Above Shoulder Level: Not Applicable
Sit: Constantly
Stand: Frequently
Walk: Frequently
Use Fine Finger Movements: Constantly
Carry/Lift Loads up to 25 Pounds: Not Applicable
Carry/Lift loads between 25-50 lbs: Not Applicable
Carry/Lift Loads over 50 Pounds: Not Applicable
Read/Comprehend: Constantly
Write: Constantly
Perform Calculations: Constantly
Communicate Orally: Constantly
Reason and Analyze: Constantly
Chemical/Biological Agent: Not Applicable
Construction Activities: Not Applicable
Contact with Water/Liquids: Not Applicable
Drive Motorized Equipment: Not Applicable
Confined Spaces: Not Applicable
Elevated Work Location: Not Applicable
Radioactive Materials: Not Applicable
Temperature Variations: Not Applicable
Gas System: Not ApplicablePI77411692