Compensation and Classification Consultant

Position Information

Hiring Department: Office of Human Resources | Reports To: Director of Compensation and Talent Strategy | Job Location: On Site, El Paso, TX | Hours: 40 hours per week, standard Monday–Friday 8:00am–5:00pm | FLSA status: Exempt | Earliest Start Date: As soon as possible | Posting End Date: Open until filled. This posting may close once a sufficient number of qualified applications have been received.

Position Summary

The Compensation Consultant serves as a strategic Human Resources partner responsible for the administration, analysis, and consultation of compensation programs within a higher education environment. This position provides classification, job analysis, and salary administration consultation. The role collaborates closely with academic and administrative departments to evaluate organizational and workforce needs, review compensation-related requests, and provide recommendations that support recruitment, retention, and institutional effectiveness. The Compensation Consultant conducts market analysis, supports salary structure development, maintains job architecture, and ensures compliance with applicable federal and state regulations, institutional policies, and compensation best practices.

Statement of Duties and Responsibilities

Compensation Analysis, Classification, and Salary Administration – 40%

• Review and evaluate position reclassifications, salary adjustments, auto-promote requests, and new position requests to ensure alignment with departmental and University requirements, organizational structure, and job responsibilities.
• Conduct comprehensive job analysis to assess and validate position duties, scope of responsibility, minimum qualifications, exemption status, and appropriate classification and salary grade placement.
• Assess new and revised job descriptions to ensure duties, competencies, and reporting structures are accurately aligned with institutional standards and operational needs.
• Review hiring salary recommendations and employment offers to ensure internal equity, market competitiveness, compliance with university compensation philosophy, and alignment within established salary structures.
• Analyze compensation-related concerns, including salary compression, inversion, equity adjustments, market adjustments, and organizational impacts, and provide recommendations to leadership.
• Collaborate with departments to ensure positions and accompanying salary ranges meet established compensation rates and classification structures.

Compensation Consultation and Strategic Partnership – 25%

• Serve as a compensation consultant to academic and administrative departments by providing guidance on classification, salary administration, compensation practices, organizational changes, and workforce planning.
• Partner with departmental leadership, Human Resources, and institutional stakeholders to evaluate compensation needs and recommend solutions that support recruitment, retention, and organizational effectiveness.
• Provide compensation policy interpretation and guidance to employees, supervisors, and management regarding salary administration, compensation-related processes, and position management.
• Collaborate with departments to recommend job structure modifications and support implementation efforts to improve organizational alignment and operational efficiency.
• Provide guidance and direction to HR support staff on compensation-related procedures, practices, and documentation requirements.

Market Analysis, Compensation Planning, and Program Development – 15%

• Participate in and contribute to higher education and industry compensation surveys and assist in the development and implementation of custom compensation studies, as appropriate.
• Formulate recommendations for the development, maintenance, and enhancement of salary structures, compensation programs, and pay plans to support institutional goals.
• Assist in the development and update of Administrative & Professional (A&P), classified, and other institutional pay plans, as applicable.

Job Architecture, Data Management, and Reporting – 10%

• Assist in maintaining institutional job architecture and job descriptions to ensure consistency, accuracy, and alignment with organizational standards.
• Coordinate approval processes for new and revised job descriptions and ensure updates are accurately reflected in the University’s job description repository and related systems.
• Maintain accurate documentation and compensation records to support audits, reporting requirements, and data integrity.

Compliance, Policy Interpretation, and Continuous Improvement – 10%

• Ensure institutional compensation practices comply with applicable federal and state laws and regulations, including Fair Labor Standards Act (FLSA), Equal Pay provisions, wage and hour laws, overtime requirements, and workers’ compensation regulations.
• Interpret and apply compensation policies, procedures, and guidelines to ensure consistency, and compliance with institutional compensation programs.
• Assist in the development, revision, and continuous improvement of compensation policies, procedures, and best practices in collaboration with Human Resources leadership and University management.
• Identify opportunities for process improvement to enhance compensation services, operational efficiency, and consistency in compensation administration.
• Knowledge of all Microsoft Office software and able to learn and use institutional software systems.
• Complies with all State and University policies.
• Other duties may be assigned.

Supervisory Responsibilities

Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws.

Qualifications

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. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Education: Bachelor's degree in human resources, business administration or closely related field.
• Experience: 2 (Two) years of experience in salary administration, human resource consultations or closely related equivalent experience.

Why Pick UTEP

The University of Texas at El Paso (UTEP) is a comprehensive public research university that is increasing access to excellent higher education. We advance discovery of public value and positively impact the health, culture, education, and economy of the community we serve. UTEP is America’s leading Hispanic-serving university. Located at the westernmost tip of Texas, where three states and two countries converge along the Rio Grande, 84% of our 26,000 students are Hispanic, and half are the first in their families to go to college. UTEP offers 170 bachelor’s, master’s and doctoral degree programs at the only open-access, top-tier research university in America. This is an especially exciting time to join UTEP as it advances the goals of its 2030 Strategic Plan. Built around the institution’s core strengths—its location, its people, its supportive culture, and its community partnerships—the plan lays out a bold vision for the next decade, aimed at maximizing the University’s regional impact and national stature.

About the Office of Human Resources

UTEP’s Office of Human Resources supports the university’s mission by recruiting talented individuals, fostering professional growth, and promoting a culture of service, integrity, and respect. The department is committed to providing exceptional service to applicants, employees, and campus partners, working collaboratively to attract, develop, and retain a skilled workforce dedicated to student success and institutional excellence. The Compensation Consultant serves as a strategic Human Resources partner responsible for administering and supporting the University’s compensation programs. This position provides guidance on job classification, salary administration, and compensation practices to ensure equitable, competitive, and compliant outcomes. The role collaborates with academic and administrative departments to evaluate position and salary requests, conduct job analyses, and provide recommendations that support recruitment, retention, and organizational effectiveness. The Compensation Consultant also supports market analysis, salary structure development, and the maintenance of job architecture while ensuring compliance with applicable policies, regulations, and institutional guidelines.

What UTEP Offers

Miner Perks and Benefits

Benefit Package includes:

• Medical, Prescription, Life Insurance and Wellness platform
• Voluntary Benefits: Dental, Vision, Additional life insurance, UT Flex, Short and Long-term disability plans
• Retirement Programs
• Longevity Pay
• Paid Vacation & Sick Leave
• Paid Holidays
• Employee Discounts & Perks
• Employee Education Assistance program
• And much more!

Visit our Benefits Summary Page for more information on our additional benefits.

Disclaimer: Eligibility for perks and benefits may vary based on part-time or full-time employment.

Additional Information

The primary accountabilities are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Incumbents may perform all or some of the primary accountabilities listed. Specific tasks or responsibilities will be documented in the incumbents’ performance objectives as outlined by the incumbents’ immediate supervisor or manager.

This position is security-sensitive and subject to Texas Education Code 51.215, which authorizes the employer to obtain criminal history record information.

A valid driver’s license issued by the State where the applicant resides and insurability as defined in UTS 157 may be required to perform the position's essential functions.

The physical demands and work environment characteristics 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. While performing the duties of this job, the employee must frequently stand and walk. The employee must regularly sit; use hands to feel; reach with hands and arms; and talk or hear. The employee must lift and move up to 15 pounds. The noise level for this work environment is usually moderate.

In keeping with its access, excellence, and impact mission, The University of Texas at El Paso is committed to a learning and working environment that honors the talents, respects the differences, and nurtures the growth and development of all. We seek to attract faculty and staff who share our commitment.

This response is AI-generated, for reference only.