Senior Compensation Analyst

3 weeks ago

Tampa, United States University of South Florida Full time

Senior Compensation Analyst

Job ID36619
Location
Tampa, FL
Full/Part TimeFull-Time
Regular/TemporaryRegular

Position Details
Dept Number/Name: 0-0320-000 / Central Human Resources

Salary Plan: Administrative

Job Code/Title: 4621 / Sr Analyst Compensation

Hiring Salary/Salary Range: Commensurate with experience

Position Number: 00048961

ORGANIZATIONAL SUMMARY:

Central HR consists of multiple areas of expertise including Talent Acquisition, Benefits, Classification & Compensation; Employee and Labor Relations; Continuous Process Improvement, HRIS, HR Business Partners and Talent and Learning Management. USF Human Resources is embarking on a multi-year transformation focused on a Human Resources strategy that elevates our people so that the University and culture support a competitive workforce advantage in line with our strategic plan.

POSITION SUMMARY:

The Compensation Consultant acts as a business partner and builds strategic relationships with key stakeholders and both internal and external business units. This role conducts job classification reviews, providing guidance to client departments on alternative classifications and organizational structure; performs complex job evaluation and job analysis; determines FLSA exempt or non-exempt status; and develops and/or revises job classification descriptions. Leads and collaborates in compensation projects and analysis; conducts regular and special salary surveys; provides market analysis and salary recommendations to department administrators and bargaining units; and performs statistical analysis of compensation data. Participates in the development and implementation of classification and compensation policies and procedures, and identifies areas for process, procedure, and workflow efficiencies. Performs complex professional level administrative, technical and analytical work related to the USF System classification and compensation programs. Responsible for conducting job classification reviews, providing guidance to client departments on alternative classifications and organization structure; performs market pricing and complex job evaluation/job analysis; conducts statistical analysis of compensation data; develops and/or revises job classification descriptions; determines FLSA exempt or non-exempt status; conducts regular and special salary surveys and studies, and participates in the analysis and development of pay practices and makes recommendations to departments for hiring pay and special pay increases.

RESPONSIBILITIES:

Conducts position analyses for new positions and proposed reclassifications, applying significant judgment to ensure that the position is correctly classified with respect to pay plan, job code and title, FLSA status, pay range, and union status. Prepares written position analysis for all jobs changing FLSA status, union eligibility, or pay plan, and for all jobs where the classification is different than the client request. Updates position records in Human Resources Information System (GEMS) to reflect classification actions. Monitors job posting activity to identify potential classification problems.

Conducts reviews of all positions within a department. Analyzes department organization structure in conjunction with classification activity, or to support reorganizations.
Maintains up to date organization charts for assigned client groups, using reporting data from GEMS. Manages the administration of reorganization activity for client departments, ensuring that job classifications are current, and that position data is correct in GEMS.

Collaborates with HR Leaders, team members and other areas within the USF System in identification and implementation of Best Practices. Contributes to workforce recruitment and retention through administration of job evaluation, salary administration, including departmental salary equity reports, ongoing market comparative data, job descriptions, classification actions, internal equity analysis, salary recommendations, financial/statistical analysis and reporting, etc. Participates as assigned in the compilation of data for external salary surveys and other studies addressing emerging and new analysis needs.

Conducts general and specialized salary studies as assigned, and as needed to support client group requirements for classification analysis, and/or proposed special pay actions. Reviews market pay and pay equity, and make recommendations for hiring ranges and/or needed pay adjustments.

Audits the accuracy of position data in the Human Resources Information System (GEMS) and correct errors. Participates in special projects in support of HR data management initiatives, such as testing related to upgrades, manager's desktop, new technology development, etc. Creates special queries and reports in support of classification and compensation work requirements.

Performs other duties as assigned.

POSITION QUALIFICATIONS:

MINIMUM:

This position requires:

(1) Bachelor's degree and a minimum of five (5) years of demonstrated progressive experience in job classification and compensation.

(2) Knowledge of wage and hour regulations and compensation principles.

(3) Intermediate to advanced knowledge and skill using Excel and Payscale as analytical tools.

(4) Experience with HRIS Oracle Cloud including query systems.

(5) Computer proficiency (Microsoft Office programs including Word, PowerPoint, Excel, and Outlook)

(6) Adaptability to changes in the work environment, managing competing demands and dealing with frequent change, delays or unexpected events

(7) Experience with continuous improvement methodologies and proven ability to make sustainable, high quality process improvements that maintain and enhance customer satisfaction.

PREFERRED:

Certified Compensation Professional (CCP) Certification

FLSB1310 Equivalency:
4 years of directly relevant experience may be substituted for bachelor's degree.
6 years of directly relevant experience may be substituted for master's degree.

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