Senior Compensation Analyst, Human Resources and Inclusive Community

University of Denver•Quinte West, ON

9d•Hybrid

About The Position

The Human Resources & Inclusive Community division is responsible for developing and delivering a broad range of services in support of the University’s mission, vision and strategies. HRIC is evolving from a traditional operational and service orientation into a highly effective strategic unit advancing the broader strategic initiatives of the University. This role serves as part of the University’s Human Resources & Inclusive Community team, reporting to the Director, Classification and Compensation. The Senior Compensation Analyst will be an innovative, collaborative leader that will contribute toward a comprehensive compensation philosophy, which advances the University’s objectives and embraces its unique and extraordinary culture. This position leads the development, implementation, and administration of the University’s staff compensation program. The Senior Compensation Analyst is responsible for and manages all job evaluation activities to ensure internal equity, external competitiveness, while adhering to the University’s over-arching compensation philosophy. Further, this role operates as a internal consultant, providing analytical expertise, guidance, and interpretation of compensation policies to managers and other University constituents. The Senior Compensation Analyst collaborates with the Director, Classification and Compensation on project planning components relating to compensation program revision, development, and/or re-design.

Requirements

Bachelor’s Degree in a relevant field such as human resources, business administration or finance. Relevant experience may substitute for the degree requirement.
3-5 years of recent, progressively responsible experience in the analysis, design, and/or administration of compensation programs
Knowledge of Human Resources principles and best practices in compensation including job analysis/evaluation;
Knowledge of Applicable Federal, State, and local rules, regulations and/or statutes;
Knowledge of Research methods and data analysis techniques;
Knowledge of Employee relations principles and practices;
Knowledge of Customer service principles
Skill in Conducting research, analyzing information and data and presenting findings in a concise format;
Skill in Analyzing and interpreting policies, practices and procedures;
Skill in Conducting studies and preparing sound recommendations;
Skill in Addressing difficult situations in a constructive manner;
Ability to Provide a consultative approach to internal partners and advise on compensation best practices as appropriate in individual situations;
Ability to Design creative solutions to challenges within units and across the University and effectively communicate those in writing and verbally;
Ability to Independently perform a wide range of complex duties under general direction;
Ability to Handle sensitive and confidential matters and situations;
Ability to Build rapport with employees and managers;
Ability to Work with inclusive populations, both internally and externally

Nice To Haves

Experience working in higher education

Responsibilities

Manages compensation functions, including survey participation, job evaluation, salary structure development, and associated analysis. Ensures that base pay and performance management programs remain competitive and conform to current compensation strategy.
Expert in market pay practices. Conducts job analysis using quantitative and qualitative job evaluation methodology to determine appropriate salary level according to compensation guidelines and policy and makes classification/pay level determinations.
Administers annual salary planning review process. Partners with University leadership and executives to ensure consistent administration of merit philosophy.
Partners with University Budgeting office and other teams within HRIC to forecast impact of government regulations, changes in compensation practices, and new program proposals.
Analyzes university compensation policies in relation to government wage and hour regulations, prevailing rates for similar jobs in comparable industries or geographic areas and recommends changes as appropriate to establish and maintain competitive rates.
Collaborates with HR Partners to promote talent management best practices including career laddering, job levelling, and succession planning.
Develops and implements communication plan regarding University’s compensation philosophy including partnership with Marketing & Communications, maintaining Compensation website, etc.
Manages compensation data to ensure accuracy and streamlines processes for effective administration of compensation programs.
Partners with IT and HR Services to ensure/audit employee data is accurate and meets all federal and state legal requirements
In partnership with the Director, Classification and Compensation, designs and implements new programs, i.e., incentive plans, etc.