Senior Compensation Programs Analyst
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Also remove "More details here: Comprehensive Benefits Package" maybe not needed. Also remove "Classification Confidential Administrative Support III Position Information" maybe not needed? It's metadata; we can fold minor metadata into short
or drop. Probably we can include a brief paragraph about location and mission.
We must preserve all substantive information. So we need to include: location (waterfront adjacent to Aquarium of the Pacific in downtown Long Beach), premium benefit package details, salary range up to $114,636 per year, work arrangements (telecommute two days a week, three days on-site), responsibilities (the long list), qualifications (required and preferred), benefits (list). Also maybe classification etc not needed.
We must not create sections with filler like "commensurate with experience" etc. Salary section: we have actual number, so include Pay section with that number. Work Arrangements: we have schedule info, so include Schedule section. Benefits: we have list, so include Benefits section.
We must not include headings for sections that lack real specific content. So we will have sections: About the role (intro), Responsibilities, Qualifications, Benefits, Pay, Schedule. Possibly also "Classification" not needed.
We must not repeat job title as heading. So no heading "Senior Compensation Programs Analyst". Good.
Now format: Use
for each section heading. Inside each section, use
for prose,
- for lists.
We need to preserve all substantive information from responsibilities and qualifications. That's a lot; we need to include them but can be in
- list.
We must not invent or summarize away detail. So we need to keep the bullet points as they are, but we can convert sentences into list items. Must preserve all info; we can break long paragraphs into multiple list items but must not lose any detail.
We need to be careful not to omit any piece. Let's extract responsibilities list from the text.
Responsibilities section: after "Responsibilities Under the general direction of the Interim AVC, Human Resources Programs and Operations (HRPO), the Senior Compensation Programs Analyst will perform duties as outlined below:" then a long paragraph with many duties separated by periods. We need to split into list items each duty.
Let's parse:
- Oversees, coordinates, and develops materials for BOT UFP including annual vice presidential compensation report (i.e., VP compensation changes, relocation, and executive transition) and ad hoc items (i.e., new appointments, transition programs, etc.).
- In collaboration with SWHR Leadership, develops agenda items, scripts, and meeting minutes.
- Researches policies, executive orders, and other applicable documents.
- Provides consultation to CO executive management.
- Collaborates with SWHR leadership on executive compensation projects and initiatives, including developing total compensation proposals for presidents and system executive appointments and administering the At-Risk Incentive Program and Executive Transition Program.
- Coordinates related planning, implementation, and reporting for the Board of Trustees, legislature, and CSU executives.
- Prepares formal employment communications for presidents and system executives, including appointment and transition letters, salary increase memos, etc. for executive management’s review and approval.
- Coordinates with the appropriate campus contacts for implementation as needed.
- Analyzes requests for changes to vice presidential compensation and MPP supplemental compensation, including MPP athletic personnel.
- Prepares internal equity analyses and other reports for executive management’s review and approval.
- Coordinates the information gathering process and decision notification to campus.
- Conducts annual salary studies of all staff and management positions as well as ad hoc studies, including executive compensation, to determine competitive position of salaries and salary structures against the external market.
- Conducts MPP Benchmark for internal equity analysis and systemwide comparison of MPP positions.
- Conducts corresponding statistical analysis, summarizes data, develops reports, and formulates recommendations as appropriate.
- Coordinates the systemwide purchase of compensation survey data, as appropriate.
- Participates in the development of in-house compensation surveys on behalf of the CSU.
- Contacts other universities and organizations to gather information regarding salaries, compensation practices, executive pay, perquisites and benefits, etc.
- Analyzes data and prepares summary reports as needed.
- Develops and maintains systemwide executive compensation and MPP coaches’ databases which include total compensation information for systemwide executives, presidents, vice-presidents, and MPP Coaches.
- Produces ad hoc reports and information as needed.
- Develops and maintains executive compensation reports, e.g., presidents/exec salaries, executive transitions, vice presidents’ salaries, and campus AVPs of Human Resources salaries.
- In collaboration with SWHR leadership, develops, reviews, and updates compensation and classification policies, programs, guidelines and other initiatives.
- Researches historical policies, practices, executive orders, and other records.
- Gathers and provides summaries of critical information in support of policy planning, compensation program development, and strategic decision-making efforts.
- Independently researches, gathers, analyzes, and summarizes complex HR data in response to executive, legislative, Board of Trustee, campus, and union requests.
- Integrates information from multiple internal and external sources and prepares statistical analyses, management reports, and visual presentations.
- In direct collaboration with the VC of HR, Interim AVC of HRPO leads, collaborates on, coordinates, and supports special projects and systemwide compensation initiatives.
- Updates salary-related program/processing web pages; responds to campus input and informational needs.
- Drafts compensation-related HR coded letters to communicate systemwide policies, procedures, and guidance to campuses, and provides input on related coded letters prepared by others in HRPO.
- Working with the Compensation and Classification unit, maintains MPP Job Codes in CIRS, coordinates new code activation in PeopleSoft, coordinates regular audits with campuses, and maintains documentation up to date.
- In collaboration with SWHR leadership, leads, collaborates on, coordinates, and supports special compensation and classification projects and initiatives.
- Performs other duties as assigned.
That's a lot. We'll output as
- each.
Qualifications: Required qualifications list:
- Bachelor’s degree in Human Resources or a related field or an equivalent combination of education and related experience.
- Five years of progressively responsible human resources experience, including at least four years in compensation and classification administration and analysis.
- Demonstrated experience in developing compensation policies and programs, participating in salary surveys, conducting market analyses and job evaluations, and preparing executive-level analyses and reports.
- Demonstrated experience in project management, data aggregation and analysis, and report preparation.
- Knowledge of compensation and classification principles, practices, and programs.
- Strong knowledge in a wide range of CSU compensation areas such as salary administration, HR policy and programs, executive compensation, Board of Trustees policies and procedures, etc.
- Excellent research, analytical, problem-solving, and critical-thinking skills.
- Excellent verbal and written communication skills, including the ability to communicate complex compensation information clearly to executives and stakeholders.
- Excellent organizational and project management skills, with the ability to manage multiple priorities and deadlines.
- Proficient with Microsoft Office, including advanced Microsoft Excel skills.
- Ability to collaborate effectively with individuals at all levels of the organization, including executives and board members.
- Strong attention to detail and ability to ensure accuracy in data and compliance with regulations.
- Ability to exercise discretion and maintain confidentiality when handling sensitive personnel and compensation information.
Preferred qualifications list:
- Experience working with executive compensation, supporting governing boards or comparable senior-level bodies.
- Experience working in the CSU or another higher education environment.
- Experience working in a large, complex, or multi-site organization.
- Experience working in a complex unionized environment.
- Knowledge of laws and regulations governing compensation and wage and hour matters.
- CCP (Certified Compensation Professional) certification.
- Experience using human resources management systems.
We'll put required under Qualifications heading, maybe separate subheadings? But we only allowed headings for sections; we could include two
paragraphs: one for Required Qualifications, one for Preferred Qualifications. Or we could combine into one list with note. Better to keep as two
paragraphs introducing each list.
Benefits list: from "Premium Benefits" section:
- Comprehensive Health, Dental, and Vision Benefits
- Generous vacation plan
- 15 paid holidays a year
- Tuition waiver education program (also applies to eligible family members)
- Membership in the California Public Employees Retirement System (PERS)
Also earlier mention: "outstanding vacation, health, and dental plans; a fee waiver education program; membership in PERS; and 15 paid holidays a year." We'll include the list as above.
Pay: Salary: "The anticipated salary hiring range is up to $114,636 per year, commensurate with qualifications and experience." We should include that as
. Avoid filler like "commensurate with qualifications and experience" is okay because it's part of the statement; not filler like "commensurate with experience" alone? It's part of the sentence. It's fine.
Schedule: "Flexibility to telecommute two days a week, with three days on-site at the main headquarters in Long Beach, California." We'll put as
.
About the role: The introductory paragraph: "Chancellor's Office Statement Join our team at the California State University, Office of the Chancellor, and make a difference in providing access to higher education. We are currently seeking experienced candidates for the position of Senior Compensation Programs Analyst. The CSU Chancellor's Office, located on the waterfront adjacent to the Aquarium of the Pacific in downtown Long Beach, is the headquarters for the nation's largest and most diverse system of higher education." We'll combine into
. Also maybe include mission statement: "make a difference in providing access to higher education." Keep.
We must not repeat job title as heading; we can mention it in paragraph.
Now produce HTML fragment.
We must not include any markdown fences. Just raw HTML.
Let's craft:
About the role
Chancellor's Office Statement Join our team at the California State University, Office of the Chancellor, and make a difference in providing access to higher education. We are currently seeking experienced candidates for the position of Senior Compensation Programs Analyst. The CSU Chancellor's Office, located on the waterfront adjacent to the Aquarium of the Pacific in downtown Long Beach, is the headquarters for the nation's largest and most diverse system of higher education.
Responsibilities
- Oversees, coordinates, and develops materials for BOT UFP including annual vice presidential compensation report (i.e., VP compensation changes, relocation, and executive transition) and ad hoc items (i.e., new appointments, transition programs, etc.).
- In collaboration with SWHR Leadership, develops agenda items, scripts, and meeting minutes.
- Researches policies, executive orders, and other applicable documents.
- Provides consultation to CO executive management.
- Collaborates with SWHR leadership on executive compensation projects and initiatives, including developing total compensation proposals for presidents and system executive appointments and administering the At-Risk Incentive Program and Executive Transition Program.
- Coordinates related planning, implementation, and reporting for the Board of Trustees, legislature, and CSU executives.
- Prepares formal employment communications for presidents and system executives, including appointment and transition letters, salary increase memos, etc. for executive management’s review and approval.
- Coordinates with the appropriate campus contacts for implementation as needed.
- Analyzes requests for changes to vice presidential compensation and MPP supplemental compensation, including MPP athletic personnel.
- Prepares internal equity analyses and other reports for executive management’s review and approval.
for prose. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Also remove "More details here: Comprehensive Benefits Package" maybe not needed. Also remove "Classification Confidential Administrative Support III Position Information" maybe not needed? It's metadata; we can fold minor metadata into short
or drop. Probably we can include a brief paragraph about location and mission. We must preserve all substantive information. So we need to include: location (waterfront adjacent to Aquarium of the Pacific in downtown Long Beach), premium benefit package details, salary range up to $114,636 per year, work arrangements (telecommute two days a week, three days on-site), responsibilities (the long list), qualifications (required and preferred), benefits (list). Also maybe classification etc not needed. We must not create sections with filler like "commensurate with experience" etc. Salary section: we have actual number, so include Pay section with that number. Work Arrangements: we have schedule info, so include Schedule section. Benefits: we have list, so include Benefits section. We must not include headings for sections that lack real specific content. So we will have sections: About the role (intro), Responsibilities, Qualifications, Benefits, Pay, Schedule. Possibly also "Classification" not needed. We must not repeat job title as heading. So no heading "Senior Compensation Programs Analyst". Good. Now format: Use
for each section heading. Inside each section, use
for prose,
- for lists.
We need to preserve all substantive information from responsibilities and qualifications. That's a lot; we need to include them but can be in
- list.
We must not invent or summarize away detail. So we need to keep the bullet points as they are, but we can convert sentences into list items. Must preserve all info; we can break long paragraphs into multiple list items but must not lose any detail.
We need to be careful not to omit any piece. Let's extract responsibilities list from the text.
Responsibilities section: after "Responsibilities Under the general direction of the Interim AVC, Human Resources Programs and Operations (HRPO), the Senior Compensation Programs Analyst will perform duties as outlined below:" then a long paragraph with many duties separated by periods. We need to split into list items each duty.
Let's parse:
- Oversees, coordinates, and develops materials for BOT UFP including annual vice presidential compensation report (i.e., VP compensation changes, relocation, and executive transition) and ad hoc items (i.e., new appointments, transition programs, etc.).
- In collaboration with SWHR Leadership, develops agenda items, scripts, and meeting minutes.
- Researches policies, executive orders, and other applicable documents.
- Provides consultation to CO executive management.
- Collaborates with SWHR leadership on executive compensation projects and initiatives, including developing total compensation proposals for presidents and system executive appointments and administering the At-Risk Incentive Program and Executive Transition Program.
- Coordinates related planning, implementation, and reporting for the Board of Trustees, legislature, and CSU executives.
- Prepares formal employment communications for presidents and system executives, including appointment and transition letters, salary increase memos, etc. for executive management’s review and approval.
- Coordinates with the appropriate campus contacts for implementation as needed.
- Analyzes requests for changes to vice presidential compensation and MPP supplemental compensation, including MPP athletic personnel.
- Prepares internal equity analyses and other reports for executive management’s review and approval.
- Coordinates the information gathering process and decision notification to campus.
- Conducts annual salary studies of all staff and management positions as well as ad hoc studies, including executive compensation, to determine competitive position of salaries and salary structures against the external market.
- Conducts MPP Benchmark for internal equity analysis and systemwide comparison of MPP positions.
- Conducts corresponding statistical analysis, summarizes data, develops reports, and formulates recommendations as appropriate.
- Coordinates the systemwide purchase of compensation survey data, as appropriate.
- Participates in the development of in-house compensation surveys on behalf of the CSU.
- Contacts other universities and organizations to gather information regarding salaries, compensation practices, executive pay, perquisites and benefits, etc.
- Analyzes data and prepares summary reports as needed.
- Develops and maintains systemwide executive compensation and MPP coaches’ databases which include total compensation information for systemwide executives, presidents, vice-presidents, and MPP Coaches.
- Produces ad hoc reports and information as needed.
- Develops and maintains executive compensation reports, e.g., presidents/exec salaries, executive transitions, vice presidents’ salaries, and campus AVPs of Human Resources salaries.
- In collaboration with SWHR leadership, develops, reviews, and updates compensation and classification policies, programs, guidelines and other initiatives.
- Researches historical policies, practices, executive orders, and other records.
- Gathers and provides summaries of critical information in support of policy planning, compensation program development, and strategic decision-making efforts.
- Independently researches, gathers, analyzes, and summarizes complex HR data in response to executive, legislative, Board of Trustee, campus, and union requests.
- Integrates information from multiple internal and external sources and prepares statistical analyses, management reports, and visual presentations.
- In direct collaboration with the VC of HR, Interim AVC of HRPO leads, collaborates on, coordinates, and supports special projects and systemwide compensation initiatives.
- Updates salary-related program/processing web pages; responds to campus input and informational needs.
- Drafts compensation-related HR coded letters to communicate systemwide policies, procedures, and guidance to campuses, and provides input on related coded letters prepared by others in HRPO.
- Working with the Compensation and Classification unit, maintains MPP Job Codes in CIRS, coordinates new code activation in PeopleSoft, coordinates regular audits with campuses, and maintains documentation up to date.
- In collaboration with SWHR leadership, leads, collaborates on, coordinates, and supports special compensation and classification projects and initiatives.
- Performs other duties as assigned.
That's a lot. We'll output as
- each.
Qualifications: Required qualifications list:
- Bachelor’s degree in Human Resources or a related field or an equivalent combination of education and related experience.
- Five years of progressively responsible human resources experience, including at least four years in compensation and classification administration and analysis.
- Demonstrated experience in developing compensation policies and programs, participating in salary surveys, conducting market analyses and job evaluations, and preparing executive-level analyses and reports.
- Demonstrated experience in project management, data aggregation and analysis, and report preparation.
- Knowledge of compensation and classification principles, practices, and programs.
- Strong knowledge in a wide range of CSU compensation areas such as salary administration, HR policy and programs, executive compensation, Board of Trustees policies and procedures, etc.
- Excellent research, analytical, problem-solving, and critical-thinking skills.
- Excellent verbal and written communication skills, including the ability to communicate complex compensation information clearly to executives and stakeholders.
- Excellent organizational and project management skills, with the ability to manage multiple priorities and deadlines.
- Proficient with Microsoft Office, including advanced Microsoft Excel skills.
- Ability to collaborate effectively with individuals at all levels of the organization, including executives and board members.
- Strong attention to detail and ability to ensure accuracy in data and compliance with regulations.
- Ability to exercise discretion and maintain confidentiality when handling sensitive personnel and compensation information.
Preferred qualifications list:
- Experience working with executive compensation, supporting governing boards or comparable senior-level bodies.
- Experience working in the CSU or another higher education environment.
- Experience working in a large, complex, or multi-site organization.
- Experience working in a complex unionized environment.
- Knowledge of laws and regulations governing compensation and wage and hour matters.
- CCP (Certified Compensation Professional) certification.
- Experience using human resources management systems.
We'll put required under Qualifications heading, maybe separate subheadings? But we only allowed headings for sections; we could include two
paragraphs: one for Required Qualifications, one for Preferred Qualifications. Or we could combine into one list with note. Better to keep as two
paragraphs introducing each list. Benefits list: from "Premium Benefits" section: - Comprehensive Health, Dental, and Vision Benefits - Generous vacation plan - 15 paid holidays a year - Tuition waiver education program (also applies to eligible family members) - Membership in the California Public Employees Retirement System (PERS) Also earlier mention: "outstanding vacation, health, and dental plans; a fee waiver education program; membership in PERS; and 15 paid holidays a year." We'll include the list as above. Pay: Salary: "The anticipated salary hiring range is up to $114,636 per year, commensurate with qualifications and experience." We should include that as
. Avoid filler like "commensurate with qualifications and experience" is okay because it's part of the statement; not filler like "commensurate with experience" alone? It's part of the sentence. It's fine. Schedule: "Flexibility to telecommute two days a week, with three days on-site at the main headquarters in Long Beach, California." We'll put as
. About the role: The introductory paragraph: "Chancellor's Office Statement Join our team at the California State University, Office of the Chancellor, and make a difference in providing access to higher education. We are currently seeking experienced candidates for the position of Senior Compensation Programs Analyst. The CSU Chancellor's Office, located on the waterfront adjacent to the Aquarium of the Pacific in downtown Long Beach, is the headquarters for the nation's largest and most diverse system of higher education." We'll combine into
. Also maybe include mission statement: "make a difference in providing access to higher education." Keep. We must not repeat job title as heading; we can mention it in paragraph. Now produce HTML fragment. We must not include any markdown fences. Just raw HTML. Let's craft:
About the role
Chancellor's Office Statement Join our team at the California State University, Office of the Chancellor, and make a difference in providing access to higher education. We are currently seeking experienced candidates for the position of Senior Compensation Programs Analyst. The CSU Chancellor's Office, located on the waterfront adjacent to the Aquarium of the Pacific in downtown Long Beach, is the headquarters for the nation's largest and most diverse system of higher education.
Responsibilities
- Oversees, coordinates, and develops materials for BOT UFP including annual vice presidential compensation report (i.e., VP compensation changes, relocation, and executive transition) and ad hoc items (i.e., new appointments, transition programs, etc.).
- In collaboration with SWHR Leadership, develops agenda items, scripts, and meeting minutes.
- Researches policies, executive orders, and other applicable documents.
- Provides consultation to CO executive management.
- Collaborates with SWHR leadership on executive compensation projects and initiatives, including developing total compensation proposals for presidents and system executive appointments and administering the At-Risk Incentive Program and Executive Transition Program.
- Coordinates related planning, implementation, and reporting for the Board of Trustees, legislature, and CSU executives.
- Prepares formal employment communications for presidents and system executives, including appointment and transition letters, salary increase memos, etc. for executive management’s review and approval.
- Coordinates with the appropriate campus contacts for implementation as needed.
- Analyzes requests for changes to vice presidential compensation and MPP supplemental compensation, including MPP athletic personnel.
- Prepares internal equity analyses and other reports for executive management’s review and approval.
- each.
Qualifications: Required qualifications list:
- Bachelor’s degree in Human Resources or a related field or an equivalent combination of education and related experience.
- Five years of progressively responsible human resources experience, including at least four years in compensation and classification administration and analysis.
- Demonstrated experience in developing compensation policies and programs, participating in salary surveys, conducting market analyses and job evaluations, and preparing executive-level analyses and reports.
- Demonstrated experience in project management, data aggregation and analysis, and report preparation.
- Knowledge of compensation and classification principles, practices, and programs.
- Strong knowledge in a wide range of CSU compensation areas such as salary administration, HR policy and programs, executive compensation, Board of Trustees policies and procedures, etc.
- Excellent research, analytical, problem-solving, and critical-thinking skills.
- Excellent verbal and written communication skills, including the ability to communicate complex compensation information clearly to executives and stakeholders.
- Excellent organizational and project management skills, with the ability to manage multiple priorities and deadlines.
- Proficient with Microsoft Office, including advanced Microsoft Excel skills.
- Ability to collaborate effectively with individuals at all levels of the organization, including executives and board members.
- Strong attention to detail and ability to ensure accuracy in data and compliance with regulations.
- Ability to exercise discretion and maintain confidentiality when handling sensitive personnel and compensation information.
Preferred qualifications list:
- Experience working with executive compensation, supporting governing boards or comparable senior-level bodies.
- Experience working in the CSU or another higher education environment.
- Experience working in a large, complex, or multi-site organization.
- Experience working in a complex unionized environment.
- Knowledge of laws and regulations governing compensation and wage and hour matters.
- CCP (Certified Compensation Professional) certification.
- Experience using human resources management systems.
We'll put required under Qualifications heading, maybe separate subheadings? But we only allowed headings for sections; we could include two
- list.
We must not invent or summarize away detail. So we need to keep the bullet points as they are, but we can convert sentences into list items. Must preserve all info; we can break long paragraphs into multiple list items but must not lose any detail.
We need to be careful not to omit any piece. Let's extract responsibilities list from the text.
Responsibilities section: after "Responsibilities Under the general direction of the Interim AVC, Human Resources Programs and Operations (HRPO), the Senior Compensation Programs Analyst will perform duties as outlined below:" then a long paragraph with many duties separated by periods. We need to split into list items each duty.
Let's parse:
- Oversees, coordinates, and develops materials for BOT UFP including annual vice presidential compensation report (i.e., VP compensation changes, relocation, and executive transition) and ad hoc items (i.e., new appointments, transition programs, etc.).
- In collaboration with SWHR Leadership, develops agenda items, scripts, and meeting minutes.
- Researches policies, executive orders, and other applicable documents.
- Provides consultation to CO executive management.
- Collaborates with SWHR leadership on executive compensation projects and initiatives, including developing total compensation proposals for presidents and system executive appointments and administering the At-Risk Incentive Program and Executive Transition Program.
- Coordinates related planning, implementation, and reporting for the Board of Trustees, legislature, and CSU executives.
- Prepares formal employment communications for presidents and system executives, including appointment and transition letters, salary increase memos, etc. for executive management’s review and approval.
- Coordinates with the appropriate campus contacts for implementation as needed.
- Analyzes requests for changes to vice presidential compensation and MPP supplemental compensation, including MPP athletic personnel.
- Prepares internal equity analyses and other reports for executive management’s review and approval.
- Coordinates the information gathering process and decision notification to campus.
- Conducts annual salary studies of all staff and management positions as well as ad hoc studies, including executive compensation, to determine competitive position of salaries and salary structures against the external market.
- Conducts MPP Benchmark for internal equity analysis and systemwide comparison of MPP positions.
- Conducts corresponding statistical analysis, summarizes data, develops reports, and formulates recommendations as appropriate.
- Coordinates the systemwide purchase of compensation survey data, as appropriate.
- Participates in the development of in-house compensation surveys on behalf of the CSU.
- Contacts other universities and organizations to gather information regarding salaries, compensation practices, executive pay, perquisites and benefits, etc.
- Analyzes data and prepares summary reports as needed.
- Develops and maintains systemwide executive compensation and MPP coaches’ databases which include total compensation information for systemwide executives, presidents, vice-presidents, and MPP Coaches.
- Produces ad hoc reports and information as needed.
- Develops and maintains executive compensation reports, e.g., presidents/exec salaries, executive transitions, vice presidents’ salaries, and campus AVPs of Human Resources salaries.
- In collaboration with SWHR leadership, develops, reviews, and updates compensation and classification policies, programs, guidelines and other initiatives.
- Researches historical policies, practices, executive orders, and other records.
- Gathers and provides summaries of critical information in support of policy planning, compensation program development, and strategic decision-making efforts.
- Independently researches, gathers, analyzes, and summarizes complex HR data in response to executive, legislative, Board of Trustee, campus, and union requests.
- Integrates information from multiple internal and external sources and prepares statistical analyses, management reports, and visual presentations.
- In direct collaboration with the VC of HR, Interim AVC of HRPO leads, collaborates on, coordinates, and supports special projects and systemwide compensation initiatives.
- Updates salary-related program/processing web pages; responds to campus input and informational needs.
- Drafts compensation-related HR coded letters to communicate systemwide policies, procedures, and guidance to campuses, and provides input on related coded letters prepared by others in HRPO.
- Working with the Compensation and Classification unit, maintains MPP Job Codes in CIRS, coordinates new code activation in PeopleSoft, coordinates regular audits with campuses, and maintains documentation up to date.
- In collaboration with SWHR leadership, leads, collaborates on, coordinates, and supports special compensation and classification projects and initiatives.
- Performs other duties as assigned.
That's a lot. We'll output as