Job Details

Description

Talent and Culture at West Virginia University is currently accepting applications for a Senior Compensation Specialist.

About the Opportunity

The Senior Compensation Specialist has a lead role in the development, administration, organization, and maintenance of pay policies and programs for staff and faculty employees. This position provides consultation and support to clients (HR Partner, managers, employees and leaders) and actively participates in and implements compensation related projects.

We strongly believe in work-life balance and keeping time for things we love outside our work. WVU offers generous benefits, including:

• 37.5-hour work week
• 13 paid holidays (staff holiday calendar)
• 24 annual leave (vacation) days per year (employee leave)
• 18 sick days per year (for when you're ill, for when you need time to care for sick family, for your own, or your family's, regularly scheduled medical appointments. Who is family for the purpose of this leave? A lot of people in your life including immediate relatives and in-laws as well as others considered to be members of your household living under the same roof)
• WVU offers a range of health insurance and other benefits
• 401(a) retirement savings with 6% employee contribution match, eligibility to continue health insurance, and other retiree perks. Looking for more retirement benefits information? Check out retirement health insurance benefits, retirement income, and FAQ's.
• Wellness programs

• Develops, Administers, Organizes and Maintains Pay Policies and Programs
• Reviews classified and non-classified jobs, develops competitive salary ranges, and advises departments appropriately with respect to pay.
• Works directly with unit leadership and HR Partners to provide expert guidance and consultation in making informed compensation decisions by delivering decision support research, analysis, data, tools, and structures related to compensation and classification.
• Coordinates, oversees, or assumes a leadership role with regard to compensation projects or initiatives.
• Provides high level compensation analysis and support to the Director and the Assistant Director, as necessary.
• Performs detailed studies and analyses of senior leadership pay salaries or other market driven pay studies.
• Assists in the development of strategic compensation goals and philosophies and implements resulting programs that may include campus wide merit or market-based pay programs, classification structure changes or other similar compensation related programs.
• May coordinate the completion of third-party market surveys and internal position-to-market analysis.
• Provides advice and counsel to University management and HR Partners on day-to-day compensation issues, policy interpretation, problem resolution, and compliance with University regulations. Responds to inquiries on applicable federal and State laws and regulations pertaining to the administration of classification and compensation programs (e.g., Fair Labor Standards Act (FLSA) provisions, overtime pay, and minimum wage.)
• Provides advice and consultation to other compensation specialists, external consultants, and others in the administration of the job classification/reclassification process and ensures quality control of the process for both existing and newly created positions.
• Establishes and maintains collaborative relationships with campus leaders and HR Partners to facilitate understanding and resolution of various compensation issues
• Reviews, analyzes, and summarizes proposed compensation, classification and other HR related policies, legislation, reports, and programs and prepares policy recommendations
• Designs, develops, and delivers presentations and trainings on various compensation topics at the request of unit leadership or as part of an integrated Talent and Culture initiative or communication rollout to campus.
• Performs other related duties as necessary to achieve unit and division's goals and objectives.

• Bachelor's degree from an accredited college or university with major coursework in human resources, business administration, industrial relations, or closely related field.
• A minimum of three (3) years of experience in the following:
  • Progressively responsible experience in compensation or related experience.
• Any equivalent combination of related education and/or experience will be considered.
• All qualifications must be met by the time of employment.

• Extensive knowledge of theories, principles and procedures relating to position classification and job analysis.
• Considerable knowledge of specific regulations, procedures, and precedents applicable to preparation of market studies, compensation actions, and related pay determinations.
• Knowledge of the provisions of federal and state laws affecting compensation (e.g., FLSA, Affirmative Action, Equal Pay Act, FMLA, Parental Leave Act, ADA).
• Proven skill in planning, conducting and completing task, assignment, job and occupational analysis studies for assigned classes of positions and occupations.
• Proven skill in applying classification principles effectively and in exercising sound judgment in recommendations for classification of a wide variety of positions.
• Ability to compose clear and complete reports of classification findings and recommendations.
• Proven skill in the preparation of both job descriptions and classification specifications for a wide variety of positions.
• Strong competency in statistical analysis and spreadsheet modeling and advanced sills in Excel and/or Accessdatabases
• Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community.
• Ability to create, compose, and edit effective written materials.
• Ability to use independent judgment in the conduct of studies and in resolving issues and concerns of clients
• Proven ability to manage and maintain confidential information.
• Excellent platform training, facilitation and presentation skills
• Skill in organizing resources and in establishing priorities.
• Knowledge of customer service standards and procedures
• Proven ability to make effective and persuasive presentations on controversial or complex topics to senior management and employees.
• Initiative and motivation to request, accept, and complete tasks as required and as demanded by work load
• Demonstrated ability to work successfully, effectively, and cooperatively as a member of a team of diverse skill levels and expertise from multiple area
  
  Preferred Qualifications
• A master's degree in industrial/labor relations, human resources, public administration, or another directly related field
• Certification as Certified Compensation Professional (CCP) is preferred.