Compensation Consultant - Campus

University of Washington•Seattle, WA

4d•$90,000 - $100,008•Hybrid

About The Position

The UWHR Compensation Office has an outstanding opportunity for a Compensation Consultant to join their Campus team. The Human Resources department's mission is to support UW staff in successfully meeting the goals of the University by providing high quality and responsive human resources support to foster an exceptional work environment that encourages, nurtures and recognizes the professional development of University employees. The department's vision is to create a premier HR organization whose staff members are dedicated to the goal of working together to provide the highest possible quality of services in carrying out its mission. The UW Compensation Office is a functional unit within HR that provides compensation and classification expertise to departments of the UW. Reporting to the Assistant Director of Campus Compensation, this professional level position has substantial responsibility for reviewing and evaluating staff positions to ensure alignment and compliance with applicable classification and compensation standards. This position will exercise discretion and independent judgment in effecting, executing, and discharging various aspects of the compensation and classification function for assigned client areas. This position is responsible for advising clients and/or delivering specific products/services for classified, professional, and represented civil service exempt staff, and other UW personnel in the areas of classification, compensation, and in organizational restructuring. This position functions in a highly complex compensation environment involving multiple unions and various State and Federal regulations.

Requirements

Bachelor's degree in Human Resources, Business or Public Administration or related field AND Three (3) years of progressively responsible work in Human Resources, to include one (1) year of compensation experience, such as working with job descriptions or classification specifications to evaluate job content or interpreting and applying the provisions of the FLSA.
Proficiency in MS Excel, familiar with MS Access.
Experience working in an environment that requires excellent customer service skills.
Demonstrated excellent writing and oral communications skills.
Demonstrated ability to communicate to all levels of management including sensitive communications to senior leadership using the applicable communication method.

Nice To Haves

One (1) year of previous experience working with job descriptions, including authoring, editing, or evaluating job content.
Certification as a Professional in Human Resources (PHR).
Certification as a Certified Compensation Professional (CCP).
Experience working with a work force that is unionized.
Experience using Workday

Responsibilities

Evaluate new and existing professional staff positions using a point factor job evaluation system and recommend salary ranges and offers that maintain equitable salary relationships across the University.
Evaluate new and existing classified and represented civil service exempt positions. Use job specifications, desk audits, and interviews to determine appropriate classification.
Interpret contractual language to administer changes to classification/compensation and anticipate possible labor relations issues arising from classification misalignment.
Review and evaluate jobs on FLSA or WMWA exemption criteria. Provide advice and counsel on issues pertaining to the FLSA and the overtime rules of the WMWA.
Coordinate with HR Labor Relations on position reallocations out of a bargaining unit to another union, classified non-union or exemption to a professional staff position.
Meet and discuss with HR Labor Relations and labor union representatives as necessary.
Act as University expert to defend reallocation determinations if actions are challenged through contract classified Hearing Examiner process or classified non-union appeal processes through Washington State Human Resources.
Classify new union-represented and non-represented positions as required.
Assist in developing new classification specifications to be proposed to the unions and/or to Washington State Human Resources.
Educate clients on the various components of the UW Compensation system as needed.
Work with HR colleagues and clients to develop creative compensation and classification solutions considering the goals of the organization, recruitment and retention issues, staff planning and/or career ladders, recognition of team and individual performance, etc.
Conduct compensation- and classification-related training to further enhance understanding of UW policy, federal and state regulations, and creative ideas of administering programs that assist in the recruitment, retention and development of staff that meet unit objectives.
Organize, analyze and produce specialized reports including labor costing and salary equity analysis.
Compile and distribute statistical reports dealing with staff classifications and compensation including salary changes, trends and relationships, and analysis of competitive labor market conditions.
Develop and apply knowledge of premium pay and shift differentials for represented jobs.
Become knowledgeable about the earn types and payroll procedures for payment of premiums, and how to perform pay cost estimates using data from Workday, the UW payroll system, data warehouse, and other reports.
Proactively identify compensation and classification issues and independently resolve them within the framework of the UW Compensation system.
Prepare responses to local, state and national salary surveys.
Evaluate classification and compensation requests including professional staff temporary appointment extensions, one-time payments, and/or move worker business processes.
As a member of the Compensation team, interact, provide suggestions and implement changes to work processes; assist in the development of plans and the implementation of enhancements to compensation and classification systems.
Work collaboratively with other University staff departments, such as Employee Workday Help including Application Management, Payroll, Time and Absence, etc., for the purpose of implementing mass employee salary adjustments and developing new or enhancing existing classification and compensation systems.
Perform special projects and other duties as assigned.