Team Management:
- Establish team priorities and allocate resources to effectively execute compensation strategy, programs, projects, and day-to-day compensation activities.
- Provide clear direction, support, training and coaching to compensation analysts.
- Lead senior analysts through market pricing and benchmarking, project leadership, business consultation and data analysis and reporting.
- Assign projects and compensation work based on organizational priorities, expertise, capacity, and development opportunities.
- Ensure the team's work is consistent with approved compensation strategy, philosophy, policies, practices, and service expectations.
- Manage recruitment, performance management, employee development, workload, and other supervisory responsibilities for the Compensation team.
- Address operational issues and escalated compensation matters.
Compensation Strategy and Program Development:
- Partner with HR leadership to evaluate, and evolve the University's compensation strategy, career architecture, and practices in support of institutional and workforce priorities.
- Translate compensation strategy into operational plans, priorities, and actionable initiatives.
- Develop recommendations regarding salary structures, pay ranges, compensation policies, and market positioning.
- Develop and implement compensation initiatives that align with workforce planning, talent management, and institutional objectives.
- Prepare analyses, reports, and business cases to support compensation-related decision-making.
Compensation Program Management:
- Manage the daily administration of compensation policies, programs, and practices for staff positions across the University. Monitor to ensure accuracy, consistency, efficiency, and responsiveness to organizational needs.
- Develop compensation procedures, documentation, tools, and resources that support effective program administration.
- Determine training needs of HR colleagues on compensation practices and deliver training.
- Identify opportunities to streamline and improve compensation-related workflows, systems, and customer service delivery.
- Assist in planning and administering annual compensation cycles, including merit review, market adjustments, and salary increase programs.
- Partner with HR colleagues and departmental leaders to provide guidance and recommendations on compensation matters. Review job responsibilities, organizational structure, qualifications, scope of impact, and market data to support decisions.
- Ensure compensations decisions are consistent across units.
Data Analytics and Reporting:
- Analyze and present compensation metrics, trends, and workforce insights.
- Maintain dashboards and reports that support informed decision-making.
- Utilize HR systems and compensation tools to ensure data integrity and effective reporting.
- Provide leadership with recommendations related to compensation costs, salary competitiveness, workforce trends, and pay equity considerations utilizing data and metrics.
Compensation Compliance:
- Ensure compensation programs and practices comply with applicable federal, state, and local laws and regulations.
- Partner with HR compliance on compensation issues for employees outside of Arizona.
- Ensure compliance with university compensation policy.
- Audit compensation practices as needed.
Knowledge, Skills, and Abilities:
- Advanced knowledge of compensation principles, practices, methodologies, and trends.
- Analytical and problem-solving skills.
- Understanding of job evaluation, market pricing, salary structures, and pay equity.
- Ability to assess organizational issues and develop practical, strategic solutions.
- Ability to establish effective relationships and collaborate across organizational functions and levels.
- Proficiency with compensation and analytical tools, systems, and data sources.
- Exceptional communication (written and verbal) skills.
- Knowledge of Federal and State labor laws.
- Skill in public speaking and presenting information to large groups.
- Skill in leading, motivating and developing employees to achieve individual and organizational goals.
