Compensation And Workforce Analyst

Position Information

Position Information (Default Section)

EEO Statement

Wright State University, an equal opportunity/affirmative action employer, is committed to an inclusive environment and strongly encourages applications from minorities, females, veterans and individuals with disabilities.

Faculty Rank or Job Title Compensation and Workforce Analyst Job Category: Administrative (exempt/non-exempt) Department Human Resources EEO number: 24P220 Position FTE

100%

Minimum Annual or Hourly Rate $55,000 Salary Band: UC S04 Job Summary/Basic Function:

The Workforce Analyst portion of this role ensures that the Strategic Hire Committee and the members of the HR Business Partner team have the documentation and information needed to ensure that the organizational structure of the university is aligned with university goals.

The Compensation Analyst portion of this role reports to the Director of Compensation & Employee Policy and assists in the implementation and administration of the university's compensation programs. This position collects and analyzes data on job duties and appropriate titling and compensation, submits data for compensation surveys, and also supports the day-to-day work and communication needs of this Center of Excellence.

Minimum Qualifications

• Bachelor's degree and two years of full-time related work experience OR, an Associate's degree and four years of full-time related work experience OR, a high school diploma and six years of full-time related work experience.

• Integrity and judgement necessary to maintain strict confidentiality at all times.

• Good judgement, diplomacy and objectivity to effectively and appropriately make decisions.

• Ability to work effectively with employees at all levels of the organization.

• Proven ability to act independently and collaboratively as part of a team.

• Demonstrated capability to multi-task, prioritize and meet deadlines.

• Exceptional attention to detail and strong planning and organizational skills.

• Strong verbal and written communication skills.

• Knowledge of federal compensation regulations (e.g. FLSA).

• Strong quantitative and analytical skills with significant attention to detail.

Preferred Qualifications

• Experience analyzing and conveying compensation market data.

• Experience with compensation survey submissions.

• Experience in Higher Education, particularly with Academic HR.

• Extensive knowledge of MS Office suite programs, especially MS Excel.

Essential Functions and percent of time:

25% Coordination of the Strategic Hire Committee Process and Records

• Provide coordination of the Strategic Hire Committee meetings including the scheduling of participants and location as well as tracking and distribution of documents provided for review. Maintain the Microsoft Teams site of the Strategic Hire Committee to organize requests for positions to be reviewed as well as the data that is provided by the requesting departments.

• Collect and organize the documentation and information provided by hiring departments in support of the strategic need for the position to be moved into the posting process. Maintain and update university organizational charts and departmental/unit work structures used for strategic organizational planning and development purposes.

• Monitor metrics associated with positions that are approved by the Strategic Hire Committee to ensure that they are reviewed and timely reported on by the hiring department. Develop reporting on position changes for review by the Strategic Hire Committee including job audits, salary adjustment requests, promotions, transfers and reorganizations/restructures.

• Develop templates for documents to be used in the strategic hiring request process (e.g. request forms, business plans, enrollment plans, organizational charts, etc.).

• Process all electronic authorizations of positions in the Strategic Hire queue as they proceed through the university's applicant tracking system or other process used for such workflow. Coordinate the review process for expedited hires, contract extensions, and requests for additional hires through an existing posting.
  30% Compensation Analysis and Consultation

• Consult with HR Business Partners for intake and resolution of compensation actions such as, promotions, transfers, salary adjustments, job audits, job creation, and reorganizations.

• Research, analyze, and make recommendations regarding compensation matters such as job descriptions, titles, pay grade levels, and minimum education/experience requirements for both existing and new positions.

• Gather data and information (both internal and external) to assist in compensation analysis. Benchmark jobs against survey data and other market factors to determine competitive compensation ranges/leveling for each position. Review market titling for appropriateness, make recommendations, and review for standardization of titles across various units.

• Collect data and perform cost analyses to be used in the negotiations of university collective bargaining agreements.

Essential Functions and percent of time (cont'd):

25% Compensation Approvals, Communications and Workflows

• Track completion of compensation actions. Review and approve Personnel Action Forms and other appropriate compensation actions.

• Maintain records of compensation actions (e.g. special salary adjustments, job audits, etc.) to include spreadsheets and maintenance of copies of approvals and other communications.

• Engage in writing, updating and maintaining job descriptions and classification specifications.

• Prepare and present summary reports of job and compensation analysis information.

• Maintain updates on the HR Compensation website and shared network drives. Continuously monitor and improve communication efforts (including process documentation, tools, etc.) focusing on clarity and ease of understanding.
  15% Surveys, Trends and Compliance

• Provide support for and/or respond annually to CUPA-HR Salary Survey or other compensation survey requests.

• Gather data from market-based compensation surveys; use spreadsheet and data analysis techniques to assess results and market trends.

• Stay up-to-date on all policy and regulation changes to ensure compliance with federal, state and local laws and university policies. Conduct periodic research on emerging compensation trends, issues and best practices.
  5% Other duties as assigned

• Undertake other duties as assigned to assist HR in maintaining operations and/or agility goals.

Non-Essential Functions and percent of time: Working Conditions

Primarily an office role, but candidates should be comfortable in a variety of settings; required to interface effectively with all levels of the university workforce.

Wright State University, an equal opportunity/affirmative action employer, is committed to an inclusive environment and strongly encourages applications from minorities, females, veterans and individuals with disabilities.

To preserve the safety and security of the campus community and to maintain the integrity of university operations, it is the policy of Wright State University to make an employment offer contingent on various background checks, such as a criminal record, credit history (when job related) and/or education verifications. Additionally, an administrative review shall be conducted whenever the university learns that an employee is charged with or convicted of a crime (except for minor vehicle violations). Frequently asked questions related to background checks may be found on the Human resources website at http://www.wright.edu/human-resources.

Effective July 1, 2017, per Policy 7230, Wright State University is tobacco-free. Tobacco use, including the sale, advertising sampling and distribution of tobacco products and tobacco related items is prohibited in all university facilities, on all university owned or leased grounds, university owned or operated residence halls and apartments, and at all university sponsored events regardless of location. Tobacco use is also prohibited in all university vehicles or on any equipment owned, leased or operated by Wright State University. This policy applies to anyone on campus including students, faculty, staff, visitors, consultants, vendors, patients, volunteers, and contractor employees.

Special Instructions to Applicants Posting Date 06/24/2024 First Consideration Date: Closing Date Open Until Filled Yes