COMPENSATION ANALYST II (INST)

COMPENSATION ANALYST II (INST)

Position Number:

Introduction (Description of School/College/Dept/Program)
Employees at UWM in the Department of Human Resources work in an innovative, collaborative, and casual-work environment with flexible work/life balance schedules. If you are a motivated, results-oriented individual who wants to make a real difference with our team, community, and the campus, we encourage you to apply!

Job Summary
The Strategic Classification and Compensation Specialist in the Department of Human Resources provides expert consultation and strategic oversight of compensation issues, maintains classification policies, procedures and programs, reviews and approves classification and compensation requests, and analyzes data to ensure alignment with divisional and institutional goals on total cash compensation. This position is a key contact for HR employees, colleagues, campus partners and leaders regarding compensation and classification policies, program interpretations, and best practices. The position provides centralized and strategic oversight and training for the HR function across UWM.
Specific duties and responsibilities include:

1. Provides expert consultation and strategic oversight regarding complex compensation issues and program direction, and ensures compensation policies and procedures are maintained and aligned with industry best practices and organizational vision
   • Performs campus-wide audits of wages to ensure fair and legal compensation practices
   • Advises on complex matters of compliance with FLSA regulations with the HR Compliance Officer
   • Conducts campus-wide compensation analyses and makes recommendations to support an equitable compensation structure
2. Oversees the campus-wide class and compensation program and ensures adherence to existing policies and procedures
   • Consults on complex matters related to the review and approval of compensation adjustments and title changes and serves as backup for review and approval of transactions
   • Performs campus-wide audits of titling changes to ensure consistency within units and across schools/colleges
   • Recommends process changes based on audit findings to ensure appropriate application of HR, UW System, State, and Federal laws, policies, and regulations
   • Provides strategic guidance and periodic training to HR employees to ensure correct classification and compensation practices and guidelines are implemented consistently
3. Creates and maintains the structure for a job description library that serves as an organizational repository of campus job descriptions
4. Provides expertise and consultation related to complex titling determinations and reviews
   • Leads the assessment of job titles and their respective duties to ensure descriptions accurately reflect the work required by the standard job description
   • Develops titling allocation patterns to better support appropriate titling
5. Serves as a subject matter expert for human resources staff and campus leaders providing organizational information, reviewing data, and recommending solutions for complex pay scenarios in accordance with established policies, procedures regulations, and applicable laws
   • Develop organizational competency in classification and compensation issues
   • Conduct compensation and market analyses to advise HR Business Partners and leaders
   • Consults with University leadership to provide compensation analysis and propose solutions to complex compensation issues
6. Participates in salary surveys and conducts classification and compensation studies of market data, reviews current practices, and recommends improvements to leadership to align with strategic initiatives and objectives
7. Leads the planning, development, and implementation of strategic compensation and classification initiatives and objectives
   • Serves on cross-functional workgroups and committees as designated for compensation matters
   • Consults with Universities of Wisconsin regarding classification and compensation best practices; analyzes impacts and provide critical feedback when changes to the classification and compensation structure are recommended
8. Leads the regular maintenance of the compensation program taking initiative to evaluate its effectiveness, achievement of goals, budgetary aspects, etc., and recommend improvements to leadership where necessary
   • Develop guidelines for salary administration and specific compensation programs

Hybrid work options may be available. Work will be performed primarily on the UW-Milwaukee campus, with requests for remote work considered after the initial training period. Specifics regarding work location requirements will be discussed during the interview process.
Minimum Qualifications

• Bachelor’s degree in human resources, business administration, finance or related field or equivalent combination of education and experience
• Minimum of 2 years of HR experience in a role that includes professional work experience and/or advising on classification or compensation matters (experience could be gained as an HR Generalist, Compensation Specialist, HR Business Partner, etc.)
• Proficiency in HRIS systems
• Demonstrated knowledge of applicable rules, regulations, and statutes related HR
• Demonstrated experience working with employees and management to solve organizational problems

Preferred Qualifications

• Advanced degree in human resources, business, finance or related field, or related prior work experience
• Professional certification/designation/license in compensation (i.e., Certified Compensation Professional certification)
• Advanced knowledge of compensation principles and procedures with at least two years of experience
• Knowledge of federal and state wage and salary laws and regulations
• Knowledge of job analysis and job evaluation principles, methods, and procedures
• Experience in data visualization tools and evaluation and management of large data sets
• Experience working in higher education, government, or other complex organization

Application Instructions
Interested applicants are required to apply online and provide:

• A cover letter addressing your education/experience as it applies to all minimum and preferred qualifications
• A resume
• A document listing the names and contact information for three professional references

In instances where the Search and Screen Committee is unable to ascertain from a candidate’s application materials whether they meet any of the qualifications, they will be evaluated as not meeting such qualifications.

Apply electronically at: https://jobs.uwm.edu/postings/39148 by the application deadline date of August 11th, 2024. Questions about this position should be directed to Chad Hietpas at hietpacj@uwm.edu.
Application Notes
For this position, applicants are required to apply online. UWM will not consider paper, emailed or faxed applications. Additionally, applicants must complete all required fields and attach any required documents. The process is complete when the message “Your application has been submitted” is displayed and you receive a confirmation number.
Legal Notices AA/EO Statement

UWM is an AA/EO employer: All applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, sexual orientation, gender identity/expression, disability, or protected veteran status.




Reasonable Accommodations

UWM provides reasonable accommodations to qualified individuals with disabilities who are employees or applicants for employment. Employment opportunities will not be denied because of the need to make reasonable accommodations for a qualified individual with a disability. If you need assistance or accommodation in applying because of a disability, please contact uwm-jobs@uwm.edu or 414-229-4463. This job announcement and other material on this site will be made available in alternate formats upon request to an individual with a disability.




Confidentiality of Applicant Materials

UWM is a State agency and subject to Wisconsin’s Open Records Law. UWM will not, however, reveal the identities of applicants who request confidentiality in writing except as may be required by Wisconsin’s Open Records law. In certain circumstances, the identities of “final candidates” and/or the identity of the appointed applicant must be revealed upon request.




CBC and Reference Check Policy

Employment will require a criminal background check. UWM takes the prevention of sexual misconduct seriously. As such, you and your references will be required to answer questions regarding any past findings of sexual violence and sexual harassment or any pending allegations of sexual violence or sexual harassment.




Annual Security and Fire Safety Report (Clery Act)

For the UWM Annual Security and Fire Safety Reports (i.e., Clery Report), which includes statistics about reported crimes and information about campus security policies, see http://www.cleryact.uwm.edu/, or call UWM’s Dean of Students Office, Student Union 345 at (414) 229-4632 for a paper copy.




Employment Authorization

In compliance with federal law, all persons at the time of their start date will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire.
To apply, please visit: https://jobs.uwm.edu/postings/39148






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