Classification and Compensation Coordinator

About the role

Supports the universitys 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.

Responsibilities

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