UNIV - Senior Compensation Consultant - Human Resources

Medical University of South Carolina•South Park, WV

3d•$79,600 - $143,300•Onsite

About The Position

Reporting directly to the Compensation Manager, the Senior Compensation Consultant assumes a lead role on the Classification and Compensation team for the University. This role provides technical expertise and advice to key stakeholders including hiring managers, University leadership, and the internal Human Resources team to influence Classification and Compensation decisions, ensuring that they align to the organizations policies, compensation practices, structures, philosophy, and the business strategy. This role will also have a lead role in the areas of policy development, compliance, reporting, and data analytics for the Compensation and Classification function.

Requirements

A bachelor's degree
five years of experience in human resources management programs.

Responsibilities

Conduct multiple and single-incumbent position and salary benchmarking studies based on requests for staff promotion, reclassification, additional duties, additional skills/ knowledge, equity and/or reassignment, and retention, always ensuring cross-department/college equity, consistent application of best practices across the University, and compliance with state and MUSC regulations, policies and procedures.
Recommend appropriate compensation for reclassifications and other pay actions, using consistent compensation strategies.
Work in collaboration with requesting department to ensure equity and consistency in compensation practices and incorporate other data sources, as necessary.
Collaborate with colleagues in Classification and Compensation to make recommendations regarding improvements to the compensation analyses process.
Maintain data file for use by all compensation staff.
Upon request from talent acquisition, advise and assist with gathering data to determine appropriate compensation for new hires and promotions, ensuring internal equity and external competitiveness.
Ensure analyses are completed thoroughly, thoughtfully, timely, professionally, and communicated effectively.
Evaluate position descriptions (“PD”) and supplementary information that have been submitted to determine appropriate classification, salary band, FLSA status, etc.
Compare and analyze PDs on file against updated PDs to determine whether purpose, scope and/or level remain appropriate.
Identify appropriate internal and external data sources for comparison.
Gather background information from various sources, if needed, in order to complete review (e.g., calculate years of relevant experience and education for incumbents in comparable positions, search for relevant salary/market data, etc.).
Ensure that classifications for comparable positions are consistently applied to maintain equity within the pay bands.
Conduct job audits, as needed, to gather pertinent information to assist with the classification process.
Ensure reviews are completed thoroughly, thoughtfully, timely, professionally, and communicated effectively.
Serve as a subject matter expert to all university personnel (staff, managers, faculty, and external counterparts) and Classification and Compensation staff regarding applicable HRM policies and procedures, and the interpretation of Federal and State regulations and laws.
Provides senior level guidance and support to Classification and Compensation staff.
Work collaboratively with other staff within HRM to foster interaction between sections.
Ensure phone calls are answered, phone messages are returned, Outlook Inboxes are monitored, and emails are answered in a timely and professional manner.
Lead Classification and Compensation Data Analytics- Collects, compiles, analyzes, organizes, and communicates, team productivity and organizational employee pay, metrics and data specific to Classification and Compensation functional areas.
Lead all State of South Carolina Department of Administration annual reporting and audits related to Classification and Compensation functional area.
Leads Classification and Compensation internal compliance audit process.
Ensure actions approved by the Classification and Compensation team and compensation related actions completed by the talent acquisition team are compliant and within appropriate policies and procedures.
Ensure timelines are set, communications are effective, and audits are completed in a timely, thorough, thoughtful, and professional manner.
Review and approve personnel actions related to job changes and/or base pay adjustments.
Ensure reviews are completed thoroughly, timely, and communicated effectively.