The Compensation Manager is responsible for ensuring that the compensation program remains competitive in order to attract and retain staff. The Compensation Manager provides leadership and coordination in the development, implementation and administration of staff compensation programs. The role leads all processes and procedures related to the compensation program and is responsible for ensuring program compliance.
Leads the annual merit process for the College’s staff (administrative and union). Reviews new and revised positions, with current market data, to determine appropriate classification and salary. Partners with the Talent Management team to formulate offers for new hires and promotions.
Creates plans for compensation policy development and programs and salary planning
Monitor and analyze benchmark data, trend information and economic projections to ensure the compensation strategy maintains a competitive market position.
Administers compensation programs serving as the main contact for all salary actions for staff. Implements salary actions in Workday.
Participates in a variety of salary surveys. Develops ad hoc surveys as necessary. Compiles survey data six months prior to union negotiations.
Partners with the Talent Management Team. Analyzes salary survey data and determine competitive salary ranges. Develops offers for new hires and promotions.
For union positions in Dining Services and College Club as well as Animal Technologist and Animal Technicians, track and implement increases per Schedule A of the IMSEUA contract.
For union positions under IMSEUA contract, implement Provisions for Advancement for employees as determined by the contract.
Reviews salary data on an ongoing basis. Identifies areas of concern. Recommends market adjustments when needed. Ensure that administrative staff salaries are internally equitable and market competitive within budgetary constraints. Manage an annual equity budget.
Collaborates with managers and staff in developing new or revised role documents. Reviews role documents to determine appropriate classification, exemption status and salary.
Manages the annual merit salary increase and bonus programs for administrative staff. Provide guidance to managers and division heads on the process. Manages the increase process through Workday including merit coordinator identification, tracking submissions to ensure adherence to deadlines. Review increase and bonus recommendations to ensure adherence to salary guidelines and that proposed increases and bonus nominations are internally consistent and equitable. Bring issues to the attention of the Associate Director and Assistant Vice President. Tracks bonus dollar usage throughout the year.
Manage increase process for IMASEU and Campus Police Association Union employees per contract provisions. As needed adjust base rates then add in incremental increases due to certifications and licenses. Work with the Payroll Manager to update lead rates and position codes. Review grandfathered and red circled rates for compliance with the contract.
Reviews all salary transactions to ensure compliance with federal and state regulations including regulations governing exemption status and pay and independent contractor status.
Assist the Associate Director and Assistant Vice President with preparation of Board materials.
Partner with the Budget Office to maintain Position Control within Workday.
Participates in special projects, both compensation related and broader Human Resources initiatives, as requested.
Bachelor’s degree or equivalent experience
3 + years related experience in compensation.
Skills and Abilities Required
In-depth knowledge of compensation theory, principles, and practices
Excellent interpersonal and communication skills
Deep knowledge of compensation regulations such as FLSA, ADA, Wage and Hour
Must have the ability to build collaborative relationships
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