Classification, Compensation and HR Operations Manager
Apply Today! Open until filled. Priority Screening begins on Monday, July 24, 2017
Under the general direction of the Director of Talent Acquisition and Workforce Management, the Classification and Compensation Manager administers the University's staff and faculty classification and compensation program, policies and procedures. The incumbent performs position and salary reviews, compensation surveys and trend analysis; advises management on organizational design, workforce planning, contract interpretation, and salary placement; promotes strategic thinking and competitive, equitable and compliant practices. This position will closely partner with the Department Director, therefore the incumbent will be responsible for familiarizing themselves and in some instances cross-train, in other areas within University Personnel Operations.
ESSENTIAL DUTIES AND RESPONSIBILITIES include, but are not limited to, the following:
Manages the classification and compensation program for staff and faculty positions in accordance with the collective bargaining agreements (CBA), campus guidelines, system-wide policies, and employment laws. Provides consulting services, tools, and information to management on compensation, organizational design, and workforce planning issues and concerns. Monitors classification and compensation practices to ensure internal equity. Develops and executes process improvements to streamline forms and processes. Implements and communicates program services and information. Oversees the maintenance of accurate compensation and classification files.
Classification: Reviews and finalizes proposed job descriptions and/or develops and writes job descriptions. Analyzes new, redesigned and reassigned positions to determine the appropriate classification in accordance with the CSU's Classification Standards. Determines Conflict of Interest disclosure categories for positions. Conducts position reviews and classifies all staff and management positions. Assists in the development of sound criteria movement to higher classification skill levels. Responds to CSU classification studies/surveys. Implements new and revised classification standards and updates job descriptions as needed.
Compensation: Reviews and approves all compensation actions, including compensation programs provided for in the CBA, such as stipends, in-range progressions, bonuses, etc. Reviews proposed salaries and equity adjustment requests and provides pertinent data, analyses, and recommendations to management for approval. Responds to CSU and external compensation surveys. Assists with faculty compensation analyses. Recommends and secures external survey reports to be used as benchmarks for salary studies. Conducts salary studies utilizing appropriate market, system-wide, and campus data to determine the target market salary for various positions on campus. Assists with the administration of the merit award program including, providing criteria and salary information, calculating and coordinating the processing of salary increases, and merit award letter preparation.
Promotes succession planning and the development of career ladders for staff and administrators. Provides advice and information to staff on classification and compensation.
Training Administration: Develops and implements classification and compensation training for staff and administrators. Under the general direction of the Associate Director of Employee and Labor Relations, Compliance and Leave Programs develops and implements training and professional development programs for staff, including a leadership development program for administrators. Conducts needs analyses and recommends training programs. Develops standard training plans to facilitate successful onboarding and promotes system-wide and regional training programs. Coordinates training records maintenance and generates reports, as needed.
Perform other job-related duties and special projects as assigned.
KNOWLEDGE, SKILLS AND ABILITIES:
Expert knowledge of the concepts and principles underlying position classification and compensation systems. Working knowledge of: statistics used in compensation analysis; organizational design and development; trends and best practices in employment, recruitment, classification and compensation; Fair Labor Standards Act, Ledbetter Fair Pay Act, Equal Employment Opportunity and other pertinent laws. General knowledge of: principles, problems, and methods of administration in a public higher education institution, including organization, personnel, and fiscal management; techniques used for employee recruitment, selection, training, supervision, performance management, engagement and development; statistical and research methods.
Skills: project management, conflict resolution, effective written and verbal communication, and interpersonal skills.
Ability to: promote equity, employee development, and effective HR practices that support institutional excellence; work independently and meet objectives and timelines; write and edit job descriptions; prepare clear, concise and analytic reports and recommendations, including authoritative precedent setting decisions; conduct position reviews and make sound determinations; research and analyze salary data/respond to salary surveys; assess situations, understand compensation implications and form a plan to address issues; discern essential staffing needs within the framework of department, division, and university priorities and resources and apply sound judgment and consultative skills in the development or assessment of solutions; resolve emotionally charged situations with tact and diplomacy; work in a fast-paced team environment providing services to a growing organization; effectively navigate the complex dynamics of human interactions in the workplace; develop and maintain positive working relationships across multiple functions and job levels within a diverse academic environment.
EDUCATION AND EXPERIENCE REQUIREMENTS:
Bachelor's degree in a related field and at least four (4) years of progressively responsible experience in human resources (HR) administration. Two years of supervisory and/or management experience. Experience conducting compensation studies, classification/position reviews, and using an enterprise wide Human Resource Information System.
Master's Degree in a related field, such as Public Administration, Business Administration, Human Resources Management, Organizational Development, and/or any of the following professional certifications: Certified Compensation Professional (CCP), Senior Professional in Human Resources (SPHR), International Public Management Association for Human Resources (IPMA-HR)
Five to eight years of human resources administration experience, including two (2) years of classification and compensation administration experience in a large organization with a diverse array of job classifications, preferably in higher education and/or the public sector
Experience working in a collective bargaining environment
Demonstrated success in the development and administration of classification and/or compensation programs, guidelines, and procedures
Experience supporting multiple human resources functions, including recruitment and training administration
Excellent critical thinking, consultative, and problem solving skills
Solid communication and presentation skills
Excellent human relations and facilitation skills in order to effectively handle matters that require tact, discretion, influence, and diplomacy
Strong customer service orientation
Extensive knowledge of and experience using Excel, reporting or query tools, and Oracle/PeopleSoft.
SPECIAL CONDITIONS OF EMPLOYMENT AND POSITION DESIGNATIONS:
A background check (including a criminal records check) must be completed satisfactorily before any candidate can be offered a position with CSUMB. Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current employees who apply for this position.
The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment.
This position will have a duty to report to the Campus Title IX Officer information pertaining to victims of sex discrimination, sexual harassment, sexual misconduct, dating/domestic violence, and stalking as required by CSU Executive Order 1095.
This position has been designated as a sensitive position with access to and responsibility for detailed personally identifiable Level 1 confidential information about students, faculty, staff or alumni that is protected, personal or sensitive as defined in the CSU Information Security Data Classification Standards)
Office environment with standard equipment and tasks. Position requires working at a computer/video display terminal and desk for extended periods of time. May require travel between campus offices and off-campus locations.
Commensurate with qualifications and experience. This is a management level position with an attractive benefits package, which includes: a vacation accrual rate of 16 hours per month; an excellent choice of medical, dental and vision insurance; long term disability coverage; life insurance; educational incentives; and retirement benefits. For further information, please visit: Management Personnel Plan. The University Corporation at CSU Monterey Bay also provides access to affordable campus housing, Employee Housing.
For full consideration, submit the required documents to include a cover letter, current Curriculum vitae/Resume and three professional references.
Week of August 7 Screening Interview via Skype
Week of August 28 - Sept. 8 On-Campus Interview
For assistance or if you require an accommodation, please call (831) 582-3389. For computer/online access you may visit the Tanimura & Antle Family Memorial Library (map). Please check the links provided for the respective hours.
CSU Monterey Bay is an Affirmative Action/Equal Opportunity Employer. We consider qualified applicants for employment without regard to: Age, Disability, Race or Ethnicity, Gender, Gender Identity or Expression, Nationality, Religion, Sexual Orientation, Genetic Information, Veteran or Military Status.
All employees must be eligible for employment in the U.S.