Compensation Analyst

Compensation Analyst 1:

Performs professional compensation work in the administration of the university's compensation program and related policies and procedures.

1. Conducts and/or participates in compensation surveys as well as research and respond to ad-hoc survey requests.

2. Analyzes and conducts classification reviews and prepares recommendations; composes and writes new job descriptions.

3. Reviews salary recommendations for new hires, internal promotions, reclassifications and other personnel actions for compliance with guidelines and university compensation policies and procedures.

4. Counsels department supervisors and administrators in staff compensation administration and interpretation of compensation policies and procedures.

5. Conducts ad-hoc salary market studies and participates in salary market analyses conducted for pay structure proposal recommendations.

6. Conducts reviews of FLSA designation of classifications.

7. Oversees the processing of position requests and position management in the PeopleSoft Human Resources Management System (HRMS).

8. Compiles incumbent salary data from various sources and participates in external salary surveys.

9. Maintains and updates a task list of pending classification reviews and other compensation actions.

10. Performs all set up and maintenance of the Performance Management module in PeopleSoft; collaborates with departments to address and resolve issues.

11. Communicates with various levels of management regarding compensation issues and policy interpretation.

12. Performs other job-related duties as assigned.

MQ: Requires a thorough understanding of both theoretical and practical aspects of an analytical, technical or professional discipline; or the basic knowledge of more than one professional discipline. Knowledge of the discipline is normally obtained through a formal, directly job-related 4 year degree from a college or university or an equivalent in-depth specialized training program that is directly related to the type of work being performed.

Requires a minimum of three (1) years of directly job-related experience.

Compensation Analyst 2:

Performs professional compensation work in the administration of the university compensation program and the design and development of human resource management systems and reports.

1. Conducts and/or participates in Compensation surveys as well as research and respond to ad hoc surveys.

2. Analyzes and conducts classification reviews and prepares recommendations; composes and writes new job descriptions.

3. Counsels department supervisors and administrators in staff compensation administration and interpretation of compensation policies and procedures.

4. Researches changes in wages, salaries, jobs and/or positions to ensure compliance with university policies.

5. Designs and develops ad-hoc and recurring human resource reports for management and university-wide distribution.

6. Assists with the administration of the PeopleSoft Human Resources Management System (HRMS); maintains tables, audits data, and develops processes and procedures. Participates in coordinated efforts for system enhancements.

7. Assists with developing training materials and conducting training classes regarding compensation policies and procedures.

8. Participates in the implementation and administration of university-wide merit and equity salary adjustments.

9. Manages and performs all set up and maintenance of the Performance Management module in PeopleSoft; collaborates with departments to address and resolve issues.

10. Contributes to the administration of Compensation programs through application of policies and processing of position requests, including set up and maintenance of job codes, profiles, and descriptions within PeopleSoft.

11. Communicates with various levels of management regarding compensation issues and policy interpretation.

12. Performs other job-related duties as assigned.

MQ: Requires a thorough understanding of both theoretical and practical aspects of an analytical, technical or professional discipline; or the basic knowledge of more than one professional discipline. Knowledge of the discipline is normally obtained through a formal, directly job-related 4 year degree from a college or university or an equivalent in-depth specialized training program that is directly related to the type of work being performed.

Requires a minimum of three (3) years of directly job-related experience.