Classification and Compensation Consultant
UNCG
Posting Details Position Information Position Number 998960 Functional Title Classification and Compensation Consultant Position Type Staff Position Eclass EP - EHRA 12 mo leave earning University Information Located in North Carolina’s third largest city, UNC Greensboro is among the most diverse, learner-centered public research universities in the state, with 18,000 students in eight colleges and schools pursuing more than 150 areas of undergraduate and over 200 areas of graduate study. UNCG continues to be recognized nationally for academic excellence, access, and affordability. UNCG is ranked No. 1 most affordable institution in North Carolina for net cost by the N.Y. Times and No. 1 in North Carolina for social mobility by The Wall Street Journal — helping first-generation and lower-income students find paths to prosperity. Designated an Innovation and Economic Prosperity University by the Association of Public and Land-grant Universities, UNCG is a community-engaged research institution with a portfolio of more than $67M in research and creative activity. The University’s 2,600 staff help create an annual economic impact for the Piedmont Triad region in excess of $1B. Primary Purpose of the Organizational Unit The Department of Human Resources commits to the creation of an inclusive, collaborative, and responsive university by attracting, retaining, and developing a diverse community of talented individuals in support of the university’s mission. The Department provides state-of-the-art employee services including talent management, professional development and organizational capacity, compensation, employee benefits, wellness and work/life balance, rewards and recognition, record management, employee relations, human resource information systems, and affirmative action and diversity, that promote innovation, creativity and inclusion.
Classification and Compensation provides position classification and compensation consultation and services to UNCG. In addition, Classification and Compensation ensures compliance with relevant university, state and federal laws, policies, and regulations; manages the Career Banding and ERHA classification and compensation programs. Position Summary The Human Resources Consultant provides professional consultation in job analysis/evaluation for staff (SHRA & EHRA Non Faculty) positions; classification and compensation services to administrators, hiring managers, and other campus customers. This position will conduct organizational design consultation and position review/analysis associated with the establishment and the modification of new and existing positions, and all corresponding salary administration consistent with federal and state laws, UNC System and University guidelines and policies. This position also serves as a strategic business partner with campus clients through application of best practices that are consistent with UNCG’s compensation philosophy to maintain compliance and balance business need with market competitiveness. The consultant partners at various levels across the university, as well as, the UNC System Office, Office of State Human Resources and other agencies and universities. This position provides comprehensive guidance regarding compliance, regulation, policy, processes and initiatives to ensure alignment with UNCG compensation programs and State/ Federal guidelines. The Classification and Compensation Consultant provides consultation in all occupational areas and diverse academic and business entities on the university campus. The responsibilities of this position also entail evaluation and endorsement of salary offers and adjustments resulting from the employment and classification activity. This involves determining the best compensation strategies for selected candidates and current employees while ensuring compliance with university, state, and federal regulations (e.g., OFCCP, EEOC, ADA, Office of State Human Resources and UNC General Administration) as well as best practices. Minimum Qualifications Bachelor’s degree from an appropriately accredited institution and two years of progressively responsible professional human resources management experience related to classification and compensation; or equivalent combination of training and experience. Additional Required Certifications, Licensures, and Certificates Preferred Qualifications Knowledge of classification systems including position benchmarking and classification analysis is desired. Compensation administration experience preferred. Applicants with current or prior experience, or knowledge of, the State of North Carolina or a similar public employment classification and compensation system will be given preference.
Strong analytical skills, combined with effective verbal and written communication skills, are essential. Demonstrated consultative and negotiation skills are also essential. Proficiency with Microsoft Office products, specifically Word and Excel is essential. Prior, or current, experience with HR information systems, such as PeopleAdmin, Banner HR, (or other comparable HRIS systems) is strongly preferred.
Prior, or current, experience in the design or delivery of employee training sessions is also preferred. SHRM-CP, SHRM-SCP, PHR, SPHR, or CCP desired. Special Instructions to Applicants Recruitment Range $66,499 - $71,234 Org #-Department Human Resources - 58401 Job Open Date 10/02/2024 For Best Consideration Date 10/21/2024 Job Close Date Open Until Filled Yes FTE 1.000 Type of Appointment Permanent If time-limited, please specify end date for appointment. Number of Months per Year 12 FLSA Exempt Key Responsibilities ________________________________________________________________________________________________________________________ Percentage Of Time 40% Key Responsibility Consultation – Advises campus and HR partners on compensation matters. Offers guidance and advice on the design of positions and their placement within the organization. Provides guidance to other team members. Essential Tasks Interprets policies, procedures and best practices and explain how they are applied within the context of classification and compensation analysis. Collaborates with customers and internal team to resolve unique and/or sensitive issues and often requires researching and developing several options for successfully addressing campus partner and organizational needs. Obtains position comparisons internally and from other universities. Makes suggestions to department heads regarding improved use of positions or classifications for maximum organizational effectiveness. Consults with AVC/CHRO and the UNC System Office when necessary on unprecedented requests. Enhances the level of understanding and awareness of opportunities and techniques for designing effective jobs with administrators, faculty, and staff through one-on-one consultation, group discussion, workshops, and committee presentations. Assists other team members on recruitment activities as well as compensation issues arising from a recruitment action. Percentage Of Time 40% Key Responsibility Compensation Analysis and Position Management – Performs market and equity analysis of positions to assess salaries and proactively addresses compensation issues. Essential Tasks Analyzes results from salary surveys to assess market competitiveness and range updates where applicable. Predicts future trends to assist in steering HR in a positive direction for the university. Assists Dean, Directors, and Department heads in setting salary adjustment priorities. Performs job analysis, determines classification and salary range, provides organizational analysis and design recommendations, creates new positions, updates information on position changes, and determines exemption status (FLSA and SHRA/EHRA). Expected to act independently and be knowledgeable of the State classification system, its processes and procedures. Percentage Of Time 10% Key Responsibility Training – Develops and facilitates ongoing campus/HR partners training on compensation policies and practices and necessary compliance to reduce risk. Essential Tasks Presents educational information to staff and faculty concerning salary administration program materials that deliver a meaningful and compelling message to clients. Conducts educational and staff development needs assessment and develops educational materials and plans to meet individual, work unit and organizational goals. Designs and delivers interesting training program materials that deliver a meaningful and compelling message regarding compensation and classification. Percentage Of Time 10% Key Responsibility Program and Project Management – Participation in compensation and cross-functional projects that further the HR mission and supports campus initiatives. Essential Tasks Assists with strategic compensation initiatives and implementation of related programs. Leads HR compensation and classification program(s) or project(s) within established guidelines and standards or leads a component of a larger program/project. Ensures program/project accountability. Assists with salary survey participation, Annual Raise Process (ARP), UNC Systems Office reporting, and annual review of salary structures/ ranges, etc. Provides data as needed to support salary recommendations. ADA Checklist ADA Checklist
Classification and Compensation provides position classification and compensation consultation and services to UNCG. In addition, Classification and Compensation ensures compliance with relevant university, state and federal laws, policies, and regulations; manages the Career Banding and ERHA classification and compensation programs. Position Summary The Human Resources Consultant provides professional consultation in job analysis/evaluation for staff (SHRA & EHRA Non Faculty) positions; classification and compensation services to administrators, hiring managers, and other campus customers. This position will conduct organizational design consultation and position review/analysis associated with the establishment and the modification of new and existing positions, and all corresponding salary administration consistent with federal and state laws, UNC System and University guidelines and policies. This position also serves as a strategic business partner with campus clients through application of best practices that are consistent with UNCG’s compensation philosophy to maintain compliance and balance business need with market competitiveness. The consultant partners at various levels across the university, as well as, the UNC System Office, Office of State Human Resources and other agencies and universities. This position provides comprehensive guidance regarding compliance, regulation, policy, processes and initiatives to ensure alignment with UNCG compensation programs and State/ Federal guidelines. The Classification and Compensation Consultant provides consultation in all occupational areas and diverse academic and business entities on the university campus. The responsibilities of this position also entail evaluation and endorsement of salary offers and adjustments resulting from the employment and classification activity. This involves determining the best compensation strategies for selected candidates and current employees while ensuring compliance with university, state, and federal regulations (e.g., OFCCP, EEOC, ADA, Office of State Human Resources and UNC General Administration) as well as best practices. Minimum Qualifications Bachelor’s degree from an appropriately accredited institution and two years of progressively responsible professional human resources management experience related to classification and compensation; or equivalent combination of training and experience. Additional Required Certifications, Licensures, and Certificates Preferred Qualifications Knowledge of classification systems including position benchmarking and classification analysis is desired. Compensation administration experience preferred. Applicants with current or prior experience, or knowledge of, the State of North Carolina or a similar public employment classification and compensation system will be given preference.
Strong analytical skills, combined with effective verbal and written communication skills, are essential. Demonstrated consultative and negotiation skills are also essential. Proficiency with Microsoft Office products, specifically Word and Excel is essential. Prior, or current, experience with HR information systems, such as PeopleAdmin, Banner HR, (or other comparable HRIS systems) is strongly preferred.
Prior, or current, experience in the design or delivery of employee training sessions is also preferred. SHRM-CP, SHRM-SCP, PHR, SPHR, or CCP desired. Special Instructions to Applicants Recruitment Range $66,499 - $71,234 Org #-Department Human Resources - 58401 Job Open Date 10/02/2024 For Best Consideration Date 10/21/2024 Job Close Date Open Until Filled Yes FTE 1.000 Type of Appointment Permanent If time-limited, please specify end date for appointment. Number of Months per Year 12 FLSA Exempt Key Responsibilities ________________________________________________________________________________________________________________________ Percentage Of Time 40% Key Responsibility Consultation – Advises campus and HR partners on compensation matters. Offers guidance and advice on the design of positions and their placement within the organization. Provides guidance to other team members. Essential Tasks Interprets policies, procedures and best practices and explain how they are applied within the context of classification and compensation analysis. Collaborates with customers and internal team to resolve unique and/or sensitive issues and often requires researching and developing several options for successfully addressing campus partner and organizational needs. Obtains position comparisons internally and from other universities. Makes suggestions to department heads regarding improved use of positions or classifications for maximum organizational effectiveness. Consults with AVC/CHRO and the UNC System Office when necessary on unprecedented requests. Enhances the level of understanding and awareness of opportunities and techniques for designing effective jobs with administrators, faculty, and staff through one-on-one consultation, group discussion, workshops, and committee presentations. Assists other team members on recruitment activities as well as compensation issues arising from a recruitment action. Percentage Of Time 40% Key Responsibility Compensation Analysis and Position Management – Performs market and equity analysis of positions to assess salaries and proactively addresses compensation issues. Essential Tasks Analyzes results from salary surveys to assess market competitiveness and range updates where applicable. Predicts future trends to assist in steering HR in a positive direction for the university. Assists Dean, Directors, and Department heads in setting salary adjustment priorities. Performs job analysis, determines classification and salary range, provides organizational analysis and design recommendations, creates new positions, updates information on position changes, and determines exemption status (FLSA and SHRA/EHRA). Expected to act independently and be knowledgeable of the State classification system, its processes and procedures. Percentage Of Time 10% Key Responsibility Training – Develops and facilitates ongoing campus/HR partners training on compensation policies and practices and necessary compliance to reduce risk. Essential Tasks Presents educational information to staff and faculty concerning salary administration program materials that deliver a meaningful and compelling message to clients. Conducts educational and staff development needs assessment and develops educational materials and plans to meet individual, work unit and organizational goals. Designs and delivers interesting training program materials that deliver a meaningful and compelling message regarding compensation and classification. Percentage Of Time 10% Key Responsibility Program and Project Management – Participation in compensation and cross-functional projects that further the HR mission and supports campus initiatives. Essential Tasks Assists with strategic compensation initiatives and implementation of related programs. Leads HR compensation and classification program(s) or project(s) within established guidelines and standards or leads a component of a larger program/project. Ensures program/project accountability. Assists with salary survey participation, Annual Raise Process (ARP), UNC Systems Office reporting, and annual review of salary structures/ ranges, etc. Provides data as needed to support salary recommendations. ADA Checklist ADA Checklist
R for Rare (0-30%), O for Occasional (30-60%), F for Frequent (60-90%), C for Constant (90-100%).
Physical Effort Finger Dexterity - F, Vision-Skilled Trades - F, Reading - F, Writing - F, Vision-Preparing/Analyzing figures - C, Hearing - F, Talking - F, Sitting - F Work Environment Inside, Overtime Applicant Documents Required Documents Resume/CV Cover Letter Optional Documents List of References Supplemental QuestionsRequired fields are indicated with an asterisk (*).
Describe your experience in position analysis and classification.(Open Ended Question)
Please describe your experience using Excel for data analysis and to produce reports.(Open Ended Question)
Describe your customer service experience in interpreting guidelines, managing policies, answering questions, and advising others.(Open Ended Question)
Are you eligible to work in the United States without sponsorship?(Open Ended Question)
Please indicate how you learned of the vacant position for which you are applying: UNCGjobsearch website Piedmont Triad Area Newspaper The Chronicle of Higher Education Inside Higher Ed Other professional journal / website NCWorks.gov UNC school system job board Personal Networking Facebook Twitter LinkedIn If you selected "Other", please provide the name of the resource here.(Open Ended Question)
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