Position Summary: The position has direct responsibility for administering a comprehensive staff compensation program for staff. Working with HR partners, this positon integrates rewards of work to attract and retain talent in the most cost effective and efficient manner possible, providing analytical, policy and support services university-wide. Responsibilities include salary administration, survey administration, modeling, developing recommendations, communication and education, compliance with applicable laws and regulations, budgeting, internal reporting, and partnering with internal and external colleagues on work related to staff compensation.
Essential Job Functions and Responsibilities: Developing and communicating staff compensation programs:
Researches, establishes and utilizes compensation methods and sources (e.g., professional organizations, websites) to ensure effective and cost-efficient compensation programs.
Plans and implements a strategic communication plan for the staff compensation program; communicates compensation program practices, policies and procedures to individual contributors and leaders.
Consults with hiring managers and HR team members to determine starting salaries for new staff members based on the extent and relatedness of the candidate's education and experience and on internal equity and market considerations; authorizes payroll actions for monetary awards for classification, salary, full-time equivalency (FTE), Fair Labor Standards Act (FLSA) status, and other such changes.
Solicits information about jobs from incumbents, supervisors, and department heads; conducts on-site audits of classifications of positions; conducts job evaluations; authorizes changes in classifications and salary ranges; computes the cost impact of such changes.
Ensures compliance with the FLSA and other federal and state wage and hour laws and regulations.
Assists individual contributors and leaders in writing job descriptions.
Oversees the university's participation in salary and benefits surveys conducted by other organizations (e.g. CUPA-HR, Milliman). Prepares summary reports of survey data, including reports for the Compensation Committee of the Board of Trustees; analyzes survey data; recommends necessary alignments to the salary range structure; designs and conducts local, state, and national salary and benefits surveys as needed to determine Puget Sound's position in relation to relevant labor markets.
Analyzing and reporting:
Works in partnership with the HRIS Analyst to analyze the systems and reporting needs of constituents; facilitates the implementation of automated systems solutions and reports to meet those needs.
Works in partnership with the Payroll Administrator to ensure timely and accurate processing of semi-monthly payroll, quarterly and annual state and federal reporting, and compliance with all local, state, and federal regulations.
Provides direction to individuals and groups within and outside of HR/CES who are engaged in initiating, establishing, and maintaining compensation programs; assists faculty and staff leaders and individual contributors to address compensation challenges; provides a broad range of consultative services to faculty and staff leaders and individual contributors regarding compensation policies, procedures, and practices; suggests alternatives for the compensation of individual contributors and leaders; assists leaders in designing and/or implementing improvements to compensation processes.
Assists individual contributors in developing their understanding of the university's compensation programs and objectives.
Works with HR team to assess data, analyze trends, and identify methods for continuously improving human resources management at the university.
Ensuring organizational effectiveness:
Participates in development, implementation and maintenance of policies, objectives, short-and long-range plans; develops and implements programs to accomplish established goals.
Maintains currency in the human resources profession through such professional development activities as reading professional literature; attending professional development education programs, workshops and conferences; and participating in professional associations.
Continuously reviews and makes or recommends changes to compensation policies and procedures.
Participates as a team player in keeping daily Human Resources operations running smoothly, serving as support and backup as necessary.
Performing other functions:
Maintains historical records, current legislation information, compensation statistics, letters and documents, etc.
Engages in planning and collaboration across departments in support of the strategic plan and institutional initiatives.
Writes and edits communication materials, correspondence, and reports and implements changes as needed.
Leads individual and group information sessions as needed or requested.
Serves on task forces, committees and project teams as required.
Conducts research on such subjects as resources for market compensation data, best practices in compensation, etc.
Manages the annual budget planning process for staff compensation; prepares models and cost projections of salary proposals; proposes a plan to distribute the pool of funds available for staff salary increases; collaborates with CES colleagues regarding the impact of the salary range structure on student staff rates of pay; oversees the preparation of compensation statements annually for all staff members.
Collaborates with colleagues in the Office of Finance to assist in the development of the university's compensation budget and prepares recommendations for the Budget Task Force.
Authorizes and processes purchase orders and invoices for payment for compensation expenses; maintains budget records; reviews expenses against budget; and prepares budget requests.
Knowledge, Skills and Abilities:
Ability to see the big picture and manage details; to identify implications and connections
Ability to facilitate problem resolution
Ability to anticipate opportunities, promote change, and implement strategies
Ability to foster confidence and trust
Ability to work independently and as a team member
Ability to manage confidential information and sensitive situations
Ability to learn quickly and continuously
Ability to listen and understand with sensitivity, and to respond appropriately
Ability to work effectively with a broad range of constituents: staff, faculty, students, and the general public
Ability to organize, analyze, prioritize, and problem-solve within a fast-paced office environment with frequent interruptions and minimal supervision
Ability to read, analyze, and interpret professional publications and governmental regulations
Ability to write business correspondence, including policy and procedures
Ability to professionally and effectively present information and respond to questions from groups of leaders and individual contributors
Skill in examining and refining operations and procedures, formulating policy, and developing and implementing new strategies and procedures
Ability to develop, plan, and implement short- and long-range goals
Knowledge of compensation related laws, regulations, principles, methods, and techniques
Knowledge of budgeting, cost estimating, and fiscal management principles and procedures
Ability to make administrative/procedural decisions and judgments
Ability to respectfully work, communicate and provide leadership within a diverse campus community
Bachelor's degree and three to five years' increasingly responsible compensation experience required
Certified Compensation Professional (CCP) certification preferred
PeopleSoft and Tableau experience preferred
Ability to create dynamic tools and models to interpret and analyze data
Commitment to liberal arts education and cultural diversity
Demonstrated customer service orientation
Interpersonal and communication skills that foster harmonious relations with constituents
Excellent organizational and analytical skills
Ability to respectfully work, communicate and provide leadership within a diverse campus community
Compensation and Benefits: Decisions about starting salaries are made based on the extent and relatedness of the candidate's education and experience and on internal equity and market considerations.
This position is exempt from the provisions of the Fair Labor Standards Act.
Application Deadline: Search and selection procedures will be closed when a sufficient number of qualified candidates have been identified.
Letter of Interest
Applications submitted without the required attachments will not be considered.
All offers of employment are contingent on successful completion of a background inquiry and if applicable for the position, drug screen, physical test and functional assessment.
We acknowledge the richness of commonalities and differences we share as a university community; the intrinsic worth of all who work and study here; that education is enhanced by investigation of and reflection upon multiple perspectives.
We aspire to create respect for and appreciation of all persons as a key characteristic of our campus community; to increase the diversity of all parts of our University community through commitment to diversity in our recruitment and retention efforts; to foster a spirit of openness to active engagement among all members of our campus community.
We act to achieve an environment that welcomes and supports diversity; to ensure full educational opportunity for all who teach and learn here; to prepare effectively citizen-leaders for a pluralistic world.
About Puget Sound Puget Sound is a selective national liberal arts college in Tacoma, Washington, drawing 2,600 students from 48 states and 20 countries. Puget Sound graduates include Rhodes and Fulbright scholars, notables in the arts and culture, entrepreneurs and elected officials, and leaders in business and finance locally and throughout the world. A low student-faculty ratio provides Puget Sound students with personal attention from faculty who have a strong commitment to teaching and offer 1,200 courses each year in more than 40 traditional and interdisciplinary fields, including graduate programs in occupational and physical therapy and in education. Puget Sound is the only nationally ranked independent undergraduate liberal arts college in Western Washington, and one of just five independent colleges in the Pacific Northwest granted a charter by Phi Beta Kappa, the nation’s most prestigious academic honorary society. Visit "About Puget Sound" (http://www.pugetsound.edu/about) to learn more about the college.
As a strategic goal and through our core values, University of Puget Sound is committed to an environment that welcomes and supports diversity. We seek diversity of identity, thought, perspective, and background in our students, faculty, and staff. EOE/AA