Classification & Compensation Coordinator

Department

Human Resources, Classification & Compensation

Compensation

$45,000.00 to Negotiable Annual

 

General Description/Primary Purpose:

Supports the university’s compensation strategy through job evaluations, market analysis, and policy interpretation. Ensures data accuracy, regulatory compliance, and equitable pay practices.

Provides reporting and project support for compensation, classification, and total rewards.

Job Functions

• Reviews and analyzes position descriptions and compensation requests.

• Performs compensation assessments such as job establishments, reclassification, promotions, and organizational structure reviews.

• Evaluates classifications and compensation in accordance with university pay practices, guidelines, and compensation structures and systems; assists in creating new job classifications.

• Analyzes and proposes recommendations for the design and evaluation of new/modified compensation programs.

• Maintains software systems to support compensation programs and initiatives.

• Ensures appropriate position classification updates are made in HRIS systems for accuracy of reporting.

• Performs HRIS position and compensation audits to ensure data integrity.

• Develops and maintains classification reports/records of positions with special designations (Positions of Trust, Campus Security Authority, etc.).

• Assists with special projects related to compensation and classification as required.

• Proposes salary recommendations for new hires based on prescribed guidelines including internal and external positioning.

• Reviews proposed individual salary increases.

• Responds to compensation requests from departments.

• Performs market studies and internal job analyses to ensure pay practices are competitive, internally and externally.

• Assists in monitoring and providing information about market data and average salaries to ensure the university attracts competitive candidate pools.

• Generates reports and analyzes data to recommend structure adjustments.

• Contributes to the completion of official university salary surveys and external survey requests.

• Ensures compliance with state and federal regulations pertaining to compensation.

• Collaborates with management and HR staff to create and update job descriptions.

• Participates and/or leads total reward programs such as employee recognition programs.

• Provides interpretation of university policies, bargaining agreements, and practices related to compensation. Recommends changes to existing salary structures and compensation policies and procedures.
   

Marginal Functions

• Provides support to other functional areas of HR as requested by leadership.

• During declared campus emergencies, this position may be required to perform specific job-related duties at a designated off-campus location or place of residence.
   

Supervision Exercised

None

Supervision Received

Direction and guidance on special projects and on complex/unique situations. General supervision. The incumbent develops procedures for performing a variety of complex duties within established guidelines; has considerable freedom while the work is in process and receives instructions on new assignments.

 

Required Qualifications:

This position requires either (a) Master’s degree from an acceptable accredited institution in a directly related area of specialization ; (b) Bachelor’s degree from an acceptable accredited institution in a directly related area of specialization and two years of experience directly related to the job functions; or (c ) 6 years of direct experience.

Preferred Qualifications:

• Experience with Workday HCM is highly preferred.

• Experience utilizing compensation management software such as Salary.com is highly preferred.

• Experience working with Higher Education and/ or Government compensation programs.
   

Core Competencies:
 

Knowledge Areas

• Compensation Strategy & Structures: Understanding of job evaluation, salary administration, market analysis, and pay structures. Understands how to adjust compensation practices in response to changes in labor market trends, organizational restructuring, or policy updates.

• Salary Surveys: Understanding of salary surveys, benchmarking, and compensation management software.

• Regulatory Compliance<