Compensation Analyst 2 (or Compensation Analyst 3):
Under the general supervision of the Compensation Manager, the position serves as an intermediate (or seasoned) human resources professional providing analytical support for compensation services, classification and job evaluation, HR-related systems/processes, campus policies and programs, data and other special projects, and training. Provides advice and consultation on a variety of compensation and classification functions for a client group on campus. Uses professional (or advanced) compensation and classification concepts and applies related policies and procedures to resolve a variety of compensation related issues that are of moderate (or complex) scope and impact where analysis of situations and data requires a review of factors. Exercises judgment within defined compensation and classification procedures and practices to determine appropriate action/recommendations.

Normally receives general instructions (or general direction) regarding on-going compensation assignments, with detailed instructions provided on new compensation projects or assignments (or may develop new programs, policies or procedures for implementation). Demonstrates good judgment in selecting methods and techniques for obtaining solutions. The effort assigned to job responsibilities may shift in response to changing goals and objectives and the demands of HR-related initiatives.

  • There is one position available. Level will be determined at point of hire and is dependent on skills, knowledge and experience of final candidate.
Minimum Requirements

Compensation Analyst 2 (intermediate level):
  • Bachelor's degree -or- equivalent combination of education and experience/training.
  • Experience working in a professional level position.
  • Some working knowledge of human resources and applicable laws and regulations.
  • Working knowledge and experience with database query tools, data exporting, data analysis, creation of data reports and intermediate Excel skills.
  • Comfortable working with large sets of data and learning to use formulas and advanced Excel tools.
  • Ability to conduct comprehensive analyses and develop recommendations.
  • Effective written and verbal communication skills to convey findings and recommendations clearly and concisely.
  • Demonstrated ability to establish productive, cooperative, and mutually beneficial working relationships with clients, coworkers, peers, and management.
  • Demonstrated ability to prioritize competing work assignments and meet deadlines.
  • Strong initiative and follow-through, self-motivated and results-oriented to set and meet aggressive commitments.
  • Ability to use discretion, exercise good judgment and resourcefulness, tact, diplomacy and maintain strict confidentiality.
  • Ability to conduct presentations to small groups of employees.
Compensation Analyst 3 (experienced level):
In addition to the above requirements:
  • Seasoned, experienced, and highly effective HR professional.
  • In-depth knowledge of applicable HR laws and regulations.
  • In-depth knowledge of the compensation function as well as general knowledge of other areas of human resources.
  • Advanced data analysis and research skills.
  • Intermediate knowledge of Excel.
  • Demonstrated ability to lead and conduct presentations to small and large groups of clients.
  • Knowledge and ability to significantly contribute to development and implementation of compensation programs.
Desirable Requirements

  • PHR, SPHR, and/or CCP certification, in good standing.
  • Certified Compensation Professional rating preferred.
  • Knowledge and experience working in Human Resources for a higher educational institution or public agency.
Special Conditions of Employment
A little help? Go to Driver's License Requirements or Background Check Guidelines

Satisfactory criminal history background check

Other Special Conditions of Employment

There is one position available. Level will be determined at point of hire and is dependent on skills, knowledge and experience of final candidate.

Other Recruitment Notes

Optional Applicant Documents

Other Document (1)
Other Document (2)
Other Document (3)

Required Applicant Documents

Resume
Cover Letter

Job Description

FLSA Exemption Status
A little help? Go to Exempt vs. Non-Exempt Employees

Non-exempt

CBU (Collective Bargaining Unit)

99 - Non-Represented (PPSM)

ERC (Employee Relations Code)

F

Grade Type

PSS

Grade Type

Human Resources

Grade Type

Compensation

Grade Type

Intermediate

Grade Type

P2

Grade

21

End Date for Other Appointment Type (e.g., Contract or 18-month Career)

Provision Number

40031855

Type of Supervision Received
A little help? Go to Degree of Supervision

General supervision

Knowledge, Skills and Abilities

Compensation Analyst 2 (Intermediate level):
  • Working knowledge of the compensation function as well as general knowledge of other areas of human resources.
  • Ability to apply professional compensation concepts.
  • Ability to apply compensation policies and procedures, as well as, knowledge of various federal and state HR laws and regulations, to resolve a variety of compensation-related issues that are of moderate scope and impact where analysis of situations and data requires a review of a variety of factors.
  • Ability to exercise judgment within defined compensation procedures and practices to determine appropriate action/recommendations.
  • Analytical skills to conduct analysis and develop recommendations.
  • Effective written and verbal communication skills to convey findings and recommendations clearly and concisely.
  • Demonstrated ability to establish productive, cooperative, and mutually beneficial working relationships with clients, coworkers, peers, and management.
  • Ability to understand and present how compensation can address and support business needs and objectives.
  • Ability to manage a large volume of classification and compensation case work.
  • Ability to prioritize competing work assignments and meet deadlines.
  • Ability to work well with data, including utilizing a variety of databases and query tools, exporting data to Excel, analyzing large sets of data using advanced Excel tools, creating data summaries, and designing data reports.
  • Ability to use discretion, exercise good judgment and resourcefulness, tact, diplomacy and maintain strict confidentiality.
  • Ability to conduct presentations to small groups of employees.
Compensation Analyst 3 (Experienced level):
  • Demonstrates skills and experience as a seasoned professional with a comprehensive understanding of compensation concepts.
  • Demonstrated ability to apply compensation policies, and procedures, as well as, knowledge of various federal and state labor laws and regulations, to resolve a variety of compensation-related issues of significant scope and complexity where analysis of situations and data requires a review of a variety of factors.
  • Demonstrated ability to resolve complex issues in imaginative and practical ways where analysis of situations and data requires a review of a variety of factors.
  • Knowledge to develop and implement compensation programs for client groups.
  • Understands how various initiatives may impact areas of human resources.
  • Demonstrated ability to manage a large volume of classification and compensation case work.
  • Demonstrated ability to prioritize competing work assignments and meet deadlines.
  • Demonstrated ability to work well with data, including utilizing a variety of databases and query tools, exporting data to Excel, analyzing large sets of data using advanced Excel tools, creating data summaries, and designing data reports.
  • Highly effective ability to establish productive, cooperative, and mutually beneficial working relationships with clients, coworkers, peers, and management.
  • Demonstrated ability to exercise judgment within defined compensation procedures and practices to determine appropriate action/recommendations.
  • Highly effective analytical skills to conduct analysis and develop recommendations.
  • Highly effective written and verbal communication skills to convey findings and recommendations clearly and concisely.
  • Demonstrated ability to lead and conduct presentations to small and large groups of clients.
  • Ability to perform most duties independently and with little direction.
Physical Requirements
Continuously=Activity occurs > 66%
Frequently=Activity occurs 33% to 66%
Occasionally=Activity occurs < 33%
Not Applicable=Activity does not exist

Stand

FREQ.

Walk

FREQ.

Sit

CONTIN.

Bend

OCCAS.

Crouch/Squat

OCCAS.

Kneel/Crawl

OCCAS.

Climb

N/A

Reach above shoulder level

OCCAS.

Use keyboard/mouse

CONTIN.

Hand Activities: Fine dexterity

FREQ.

Hand Activities: Hand twisting

FREQ.

Hand Activities: Simple grasping

FREQ.

Hand Activities: Power grasping

OCCAS.

Other (please specify activity)

Frequency of Other Activity

No Response

Lifting Activities: Light lifting (< 20 lbs)

FREQ.

Lifting Activities: Moderate lifting (20-50 lbs)

OCCAS.

Lifting Activities: Heavy lifting (>50 lbs)

N/A

Push/Pull Activities: Light pushing/pulling (< 20 lbs of force)

OCCAS.

Push/Pull Activities: Moderate pushing/pulling (20-50 lbs of force)

N/A

Push/Pull Activities: Heavy pushing/pulling (>50 lbs of force)

N/A

Mental Requirements

Read/Comprehend

CONTIN.

Write

CONTIN.

Perform Calculations

CONTIN.

Communicate Orally

CONTIN.

Reason and Analyze

CONTIN.

Other (please specify activity)

Frequency of Other Activity

No Response

Environmental Requirements

Is exposed to excessive noise

OCCAS.

Is around moving machinery

N/A

Is exposed to marked changes in temperature and/or humidity

N/A

Is exposed to dust

N/A

Is exposed to fumes

N/A

Is exposed to gases

N/A

Is exposed to radiation

N/A

Is exposed to microwave

OCCAS.

Drives motorized equipment

N/A

Works in confined quarters

N/A

Other (please specify activity)

Frequency of Other Activity

No Response

Job Duties

Total Percentage of Duties: 100

6
Records

Order of
Imp

Essen
Duty

%

Freq.

Function

Duties

1

Yes

55

Daily

Classification and Compensation

COMPENSATION ANALYST 2 (Intermediate level):
In consultation with and under the guidance of senior compensation staff and compensation manager, responsible for staff compensation and classification functions for a large group of campus departments.

CLASSIFICATION ANALYSIS:
Provides comprehensive advice and guidance to managers, supervisors and HR business partners on the development of job descriptions and conducts job evaluations for a wide variety of professional, operational and technical positions (non-managerial). Reviews requests for new or revised jobs to determine appropriate classification. Confers regularly with management and employees during job evaluation process. Evaluates FLSA status of positions. Advises management on staffing issues, including advising on proper staffing, work distribution and redistribution of tasks. Advises management on actions involving classification, promotion, temporary assignments, demotion, and transfers and the related policies and procedures. Works collaboratively with managers to achieve the best workable solutions within campus policies and guidelines. May assist with development of classification standards for new functions and supplemental standards for existing functions.

Provides temporary compensation and classification coverage for other areas of the campus during compensation unit staffing shortages and vacancies.

COMPENSATION ANALYSIS:
Confers regularly with managers and supervisors on a variety of compensation issues including pay equity and market equity. Reviews proposed salary adjustments for policy covered and represented staff employees, spanning more than a dozen collective bargaining units, for conformance to established guidelines, policies and practices. Applies professional compensation concepts to research and analyze the compensation of all levels of staff employees at UCSB and to evaluate compensation and pay equity at UCSB, across the UC system and in the labor market. Conducts data analyses to assess compensation issues and recommend solutions or other appropriate courses of action.

May participate in compensation surveys to collect and analyze competitive salary information to determine campus's competitive position. Maintains contact with the Office of the President, other UC campuses and industry for purpose of exchanging information regarding compensation and classification.

COMPENSATION ANALYST 3 (Experienced level):
Will be expected to do all of the above with more in-depth knowledge and experience in the field, more independence and authority to act, and handling more complex situations independently. Will also be expected to independently handle management level job reviews and equity cases.

2

Yes

10

Daily

Policies, Procedures, and Best Practices

COMPENSATION ANALYST 2 (Intermediate level):
Under the guidance of and in consultation with senior compensation staff and management, provides clear and effective analysis of campus personnel policy, procedures, and best practices. Working directly with all levels of managers, provides interpretation and consultation, analysis, and recommended course of action for a wide range of situations. Researches and analyzes policy, procedures and practices of local and system-wide UC policy and multiple Collective Bargaining unit contracts. Provides advice regarding policies under the Fair Labor Standards Act (FLSA). May assist in formulating policy and procedural communications to campus.

COMPENSATION ANALYST 3 (Experienced level):
Will be expected to do all of the above with more in-depth knowledge and experience in the field, more independence and authority to act, and handling more complex situations independently.

3

Yes

10

Daily

Data Analysis and Special Projects

COMPENSATION ANALYST 2 (intermediate level):
Provides assistance to Compensation Manager in preparing data summaries and costing

analyses on various projects and sets of employee data. Conducts research and analyses and prepares supporting documentation for review by management. Applies knowledge of campus classification systems, Data Warehouse, UCPath, Cognos, HR Intranet and other available resources to research and analyze issues. Insures analysis incorporates all factors of the issue. Data analysis projects vary widely and may be related to specially-funded increases, collective bargaining unit agreements, and/or or changes to policy/practice.

Provides coordination, research and analysis on other special projects related to compensation and classification. May gather data from other UC campuses on application of class specs, job standards, personnel programs, organizational structures, local pay rates, etc. May communicate with the Office of the President concerning the full range of compensation issues, such as, title code designation, by-agreement rates, title code extensions, specialty pay, range adjustments, etc. and/or respond to OP and other campuses in kind. May develop ad-hoc reports for complex information requests, data audit/cleanup, and similar efforts using working knowledge of data warehouse, UCPath, Cognos, and the HR Intranet.

COMPENSATION ANALYST 3 (Experienced level):
Will be expected to do all of the above with more in-depth knowledge and experience in the field, more independence and authority to act, and handling more complex situations independently.

4

Yes

10

Daily

HR Programs and Initiatives

Serves as an important team member and individual contributor on HR related programs and initiatives to achieve departmental goals, objectives and timelines. Programs and initiatives may include special equity programs, Career Tracks, UCPath, Service Now, Job Builder, Annual Merits, CBU Wage Implementations, etc. Responsibilities include assisting with the planning, design, coordination, implementation, and evaluation of campuswide compensation and classification programs. May assist in the development of proposals for new campus programs that support the broader campus strategic objectives.

5

Yes

10

Daily

CBU and Other Wage Programs

COMPENSATION ANALYST 2 (intermediate level):
Responsible for staying abreast and complying with the ongoing compensation and classification related bargaining unit activity, information requests, costing analysis, and wage and salary structure proposals for one or more bargaining units. Assists the Compensation Manager with market and data analyses for job families and individual jobs. Makes recommendations related to market equity analyses. Assists in the preparation of costing scenarios for the purpose of developing compensation options for management decision-making, including costing scenarios for multi-year collective bargaining wage proposals and negotiations. May assist in the coordination of campuswide wage and merit programs, including the preparation of eligibility rosters, salary range/step structure adjustments, campus award program implementation, and other ancillary pay adjustments. Assists in the development of campus guidelines and communications. Provides related reports and data for management review, approval, and/or compliance reporting. Provides consultation to campus concerning wage implementation guidelines, and policy and contractual language.

COMPENSATION ANALYST 3 (Experienced level):
Will be expected to do all of the above with more in-depth knowledge and experience in the field, more independence and authority to act, and handling more complex situations independently.

6

Yes

5

Daily

Training and Communications

COMPENSATION ANALYST 2 (Intermediate level):
Delivers established training programs or contributes to the development of new training programs of diverse scope that are aligned with campus strategies. Training topics may include Compensation and Classification, FLSA, annual salary programs, Career Tracks, OACIS, UCPath, Service Now, Job Builder, policy and compliance, etc.

Develops tools, resources, and communications in support of on-going education on a wide range of HR and compensation related topics.

May assist the Compensation Manager in maintaining and improving the Compensation Unit web pages.

COMPENSATION ANALYST 3 (Experienced level):
Will be expected to do all of the above with more in-depth knowledge and experience in the field, more independence and authority to act, and greater ability to design and implement training and programs.


about 1 month ago - source

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