The Senior Human Resources Compensation and Classification Specialist will administer institutional compensation programs, oversee the development and maintenance of classification and compensation best practices including job analysis, position classification and compensation analysis projects. Serve as a resource and partner to provide effective and consistent guidance on compensation and classification matters and strategies with campus colleagues. The Sr. Specialist will assist with the planning and creation of policy and procedure for the administration of compensation and classification to attract and retain top talent; as well as, collect, analyze and interpret data and statistics, research information, work with departments on classification of positions and associated compensation, review and update job descriptions, report on gathered information and provide staff support.
Provides guidance and training on complex and day-to-day compensation issues, policy interpretation, problem resolution and compliance with institutional standards and state and federal law
Works in tandem with Senior Leadership on highly sensitive compensation projects and advises based on market data, best practices, and equity. Plans, develops, evaluates, improves and communicates methods for promoting and compensating staff
Administers the job classification/reclassification operating policies guidelines, and procedures as appropriate. Advises management regarding requests for new or revised job classifications; evaluates campus needs, based on organizational or market factors, assigns classification into the GGC structure, assessing appropriate pay grades through the use of a well-defined job evaluation methodology and market indicators in compliance with all applicable FLSA rules and regulations
Researches and recommends best fit for salary surveys to ensure compensation objectives are achieved. Reviews the college’s pay plan on a regular basis to assess internal equity and competitiveness within the marketplace; develops strategies and recommends adjustments as necessary to support the College’s strategic plan and objectives. Conducts in-depth salary consideration analyses and reports results as required by various entities (e.g. Senior Leadership, System Office)
Conducts large-scale job structure and market parity studies; leads and guides the implementation of job restructuring programs and other strategic compensation projects that impact broadly on key areas of the college
Assists and collaborates in the planning, coordination, facilitation, administration, and reporting of the annual salary review program for staff employees.
Manages the job description process. Develops, writes, and trains campus staff on job descriptions to accurately describe job content in accordance with all applicable rules and regulations
Conducts classroom and one-on-one training for campus staff and faculty regarding compensationrelated initiatives
Develops and disseminates management reports on employee turnover, salary inequity, and various other reports involving compensation and/or classification
Supports efforts to establish HR as a trusted partner and advisor with campus leadership
Participate in campus personnel related committees, working groups or focus groups, providing input and recommendations for the administration of personnel on the campus
Encourage open communications and promote a positive work environment embracing the College’s vision, mission and operating principles; Serve as champion with initiatives designed to develop and sustain GGC’s culture
Performs other related duties, as assigned
Bachelor’s Degree in HR, Business or related discipline required
7+ years of measurable success in a compensation and classification support role
Proven ability to establish ownership and drive assigned initiatives through to completion on time; meeting or exceeding expectations
Proven knowledge of federal/state employment laws, including EEO, ADA and FMLA
At least two years of experience with Microsoft Suite and HRIS applications
Due to the volume of applications, applicants may not receive a reply from the College unless an applicant is selected for an interview. Review of applications will continue until positions are filled. Hiring is contingent upon eligibility to work in the United States and proof of eligibility will be contemporaneously required upon acceptance of an employment offer. Any resulting employment offers are contingent upon successful completion of a background investigation and credit check if applicable to the position, as determined by Georgia Gwinnett College in its sole discretion. Georgia Gwinnett College, a unit of the University System of Georgia, is an Affirmative Action/Equal Opportunity employer and does not discriminate on the basis of race, color, gender, national origin, age, sexual orientation, disability or religion. Georgia is an open records state.
Position may require local travel. Ability to lift and carry files and materials. Ability to move from one office to another office on campus. Adequate vision, hearing and manual dexterity to interact with people in person, on the phone and in writing. Must be able to perform the essential functions of the job, with or without reasonable accommodations.
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