Principal Compensation Analyst - 126716
#126716 Principal Compensation AnalystFiling Deadline: Fri 12/1/2023
UC San Diego values equity, diversity, and inclusion. If you are interested in being part of our team, possess the needed licensure and certifications, and feel that you have most of the qualifications and/or transferable skills for a job opening, we strongly encourage you to apply.
This position offers a hybrid work arrangement, which includes a combination of onsite and remote work.
This recruitment will remain open until filled. Initial application deadline: 12/1/2023.
Human Resources advances a culture of inclusion and innovation by attracting top talent, building a high-performing workforce, developing skilled leaders, and fostering a vibrant and engaging climate for the people of UC San Diego. We provide campus employees with the full range of personnel services and participate in systemwide policy and decision-making. Human Resources includes six domains: Talent Solutions; People Programs and Rewards; HR Strategy and Policy; People Support; Organization Effectiveness; and Data, Systems and Processes.
Compensation is the division of Human Resources with responsibility for policies and programs related to pay, job classification, market study, and analysis. This unit is responsible for managing compensation and classification programs, including the administration of base pay and ancillary pay; range adjustment, merit increase, and award programs; classification and pay grade determination; development of classification tools and compensation methodology; compensation-related training and communication programs; coordination of campus-wide classification advisory committees; and auditing of data system entries involving compensation or classification for staff and student employees.
Under the direction of the Director of Compensation, the Principal Compensation Analyst is responsible for complex compensation evaluation, analysis, and consultation in areas such as job analysis, evaluation and classification in workforce design, job leveling, and policy creation and guidance. Activities include: analyzing and modeling merit and other salary increases; developing and managing job evaluation systems; analyzing market data to assess the organization's competitive position; and managing incentive programs.
Primary responsibilities include consultation services to senior leaders regarding workforce planning and job leveling, complex compensation analysis and assessment of market position to align with compensation philosophy, and project management and oversight or development of programs with continuous process improvement mindset. The Principal Compensation Analyst will develop and present campus training on compensation philosophy, compensable factors, job analysis and placement, and career pathing. Oversee compensation-related communications to campus community.
The Principal Compensation Analyst provides guidance to all levels within the organization, utilizing specialized compensation expertise within area of responsibility to resolve highly complex issues. Internal and external contacts often pertain to significant compensation programs and objectives. Acts independently and receives little direction or guidance on assignments. May serve in a lead capacity, providing guidance to other professionals in department.
Bachelor's degree in related area or an equivalent combination of experience/training. Advanced knowledge of the compensation function and applicable practices and programs.
Advanced knowledge to develop and implement compensation programs for the organization and an understanding of how they and other initiatives may impact various areas of human resources.
Advanced knowledge of other areas of human resources and advanced business systems knowledge at this level. Knowledge of organizational design.
Demonstrated experience assisting management with developing solutions to a broad range of classification, compensation and organizational design issues.
Demonstrated experience in salary survey design and analysis to determine market position.
Expert knowledge of current trends and practices in compensation program design, wage and salary administration, and reward strategies.
Expert knowledge of wage and hour laws, and other laws and regulations relating to compensation, employment, collective bargaining, EEO/AA and FLSA.
Extensive experience in performing job analysis, including job documentation and classification using whole job comparison, and factor-based grade determination processes.
Skill in the operation of personal computers with strong knowledge of Excel, Word, PowerPoint, email, electronic calendaring systems, and the ability to conduct internet research.
Advanced analytical skills to conduct diverse analysis, and to develop and present findings and recommendations. Strong problem solving skills. Ability to analyze complex problems and formulate a recommendation for management consideration.
Proven ability to design and present formal training to staff employees, including the development of audio-visual aids and workshop materials.
Demonstrated ability to prioritize competing work assignments and meet deadlines. Demonstrated ability to lead, influence and manage projects at this level.
Demonstrated highly effective written and verbal communication skills in order to present complex information in a clear and concise manner including the ability to make presentations to large groups of employees. Excellent interpersonal skills and customer service orientation. Ability to interact effectively with all levels of staff and management to influence outcomes while acting in a consultant capacity.
Advanced interpersonal skills to interact with client groups and other areas of human resources as well as to understand and present how compensation can address and support business needs and objectives. Demonstrated ability to work in a highly collaborative manner with diverse client groups, other areas of human resources, and members of the organization's management.
Demonstrated competency with and commitment to equity, diversity, inclusion and belonging.
Job offer is contingent on clear Background Check.
This position is designated as Confidential under HEERA.
Mandated Reporter: This position has been identified as a Mandated Reporter pursuant to the California Child Abuse and Neglect Reporting Act and requires immediate reporting of physical abuse, sexual abuse, emotional abuse, or neglect of anyone under the age of 18. It is the responsibility of the Mandated Reporter to ensure that they obtain proper training in order to fulfill their reporting responsibilities as required by the California Child Abuse and Neglect Reporting Act and University policy, and to complete and submit the required reports to the UC San Diego Police Department without delay.
Pay Transparency Act
Annual Full Pay Range: $71,000 - $160,000 (will be prorated if the appointment percentage is less than 100%)
Hourly Equivalent: $34.00 - $76.63
Factors in determining the appropriate compensation for a role include experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. The Hiring Pay Scale referenced in the job posting is the budgeted salary or hourly range that the University reasonably expects to pay for this position. The Annual Full Pay Range may be broader than what the University anticipates to pay for this position, based on internal equity, budget, and collective bargaining agreements (when applicable).
If employed by the University of California, you will be required to comply with our Policy on Vaccination Programs, which may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.
To foster the best possible working and learning environment, UC San Diego strives to cultivate a rich and diverse environment, inclusive and supportive of all students, faculty, staff and visitors. For more information, please visit UC San Diego Principles of Community.
The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, age, protected veteran status, gender identity or sexual orientation. For the complete University of California nondiscrimination and affirmative action policy see: http://www-hr.ucsd.edu/saa/nondiscr.html
UC San Diego is a smoke and tobacco free environment. Please visit smokefree.ucsd.edu for more information.