The Compensation and Classification Specialist will administer, gather, analyze and interpret salary market data to ensure competitive pay practices. This individual will use job assessment guidelines to prepare and update job descriptions and recommend the placement of jobs in the appropriate salary structure. This position reports to the HR Manager – Recruitment.
Essential Duties and Responsibilities
Develop, model, analyze and align compensation programs and salary structure to ensure internal equity competitiveness, external equity and alignment with compensation philosophy.
Perform annual pay grade benchmark and review.
Provide support in administering the annual merit cycle
Select appropriate salary survey sources for data reliability, relevance and reputation.
Participate in annual salary compensation surveys and prepare analysis to determine competitive pay rates and trends.
Conduct market analysis using salary tools and salary surveys to ensure external competitiveness and internal equity.
Conduct base pay review.
Support compensation communication efforts which includes training supervisors on compensation policies and procedures.
Determine compensation recommendations for all new positions. Evaluate all current positions and recommend salary changes.
Prepare and update job descriptions. Perform job description review which includes analyzing job content and performing job classification evaluation ensuring proper job content, FLSA designation and organizational pay structures are supported and maintained.
Develop and recommend pay grade assignments based on external market value and internal equity.
Collaborate with managers on understanding department structure needs to provide insight on departmental structure and position leveling.
Ensure compliance with all compensation related federal and state regulations and legal requirements.
Support compensation planning efforts and design cost scenarios, merit and promotional matrices, pay equity review and compensation reporting.
Process all stipend addition, stipend removals and promotion salary changes in UltiPro.
This job has no supervisory responsibilities.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Must be able to work in a constant state of alertness and safe manner and have regular, predictable, in-person attendance. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education and/or Experience
Bachelor’s degree from an accredited college or university in Human Resources Management, Business Administration, Organizational Development, Finance or a related field. Must have at least 4 years of overall human resources experience with at least 2 years of experience related to compensation design and support including job evaluation and leveling, FLSA categorization, DOL regulations, survey benchmarking, market-pricing methodology and compensation modeling. PHR, SHRM-CP or CCP is preferred. Previous experience in higher education preferred. Must possess knowledge of federal and state regulatory requirements related to compensation.
Must be customer service orientated and self-motivated and proactive to work. Must be able to handle sensitive and confidential information. Excellent communication and organization skills. Must be able to work in a fast paced environment with multiple priorities. Ability to problem solve with excellent attention to detail. Ability to communicate professionally with all internal and external customers. Ability to build strong rapport with all internal and external customers.
Computer proficiency in MS Office (Word, Excel, Outlook). Experience with UltiPro HRIS products desired. Experience with compensation tools required, preferably in PayFactors.
Intermediate skills: Ability to read and interpret documents such as safety rules, operating and maintenance instructions and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of organization.
Intermediate skills: Ability to apply common sense understanding to carry out instructions furnished in written, oral or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
Intermediate skills: Ability to calculate figures and amounts such as discounts, interests, commissions and proportions, percentages, area, circumference and volume. Ability to apply concepts of basic algebra and geometry.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
Ability to routinely lift 10 lbs.; vision correctable to 20/20 in one eye, hearing correctable to normal, ability to tolerate prolonged sitting; ability to stoop, stand, use of fingers, hands and arms; ability to tolerate repeated routine tasks.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.
Midwestern University is an Equal Opportunity/Affirmative Action employer that does not discriminate against an employee or applicant based upon race, color, religion, gender, national origin, disability, or veterans status, in accord with 41 C.F.R. 60-1.4(a), 250.5(a), 300.5(a) and 741.5(a). Midwestern University complies with the Smoke-Free Arizona Act (A.R.S. 36-601.01) and the Smoke Free Illinois Act (410 ILCS 82/). Midwestern University Complies with the Illinois Equal Pay Act of 2003 and Arizona Equal Pay Acts.