Compensation Analyst 3 - Contract Job Listing at University of California in Santa Barbara, CA (Job ID 69647)

Description

Job Posting Details

Payroll Title:   COMPENSATION ANL 3

Job Code:   7726

Job Open Date: 5/29/24

Application Review Begins: 6/13/24

Department Code (Name): PERS (HUMAN RESOURCES)

Percentage of Time: 100%

Union Code (Name): 99

Employee Class (Appointment Type): Staff: 1 year contract from 7/1/24-6/30/25

FLSA Status: Exempt

Classified Indicator Description (Personnel Program): PSS

Salary Grade: Grade 23

Hiring/Budgeted Salary or Hourly Range: The budgeted salary that the University reasonably expects to pay for this position is $85,400/year.

Full Salary Range: The full salary range for this position is $82,300 to $151,700/year. Salary offers are determined based on final candidate qualifications and experience; the budget for the position; and the application of fair, equitable, and consistent pay practices at the University.

Work Location: Student Affairs & Admin Services - 3101

Working Days and Hours: M-F; 8-5pm (flexible)

Benefits Eligibility: Full Benefits

Type of Remote or Hybrid Work Arrangement, if applicable: Hybrid (Both UC & Non-UC locations)

Special Instructions:  For full consideration, please include a resume and a cover letter as part of your application.

Department Marketing Statement:

The Department of Human Resources is dedicated to providing exemplary customer service in support of teaching, research and the public service mission of UCSB. We are committed to forming strategic partnerships within the UCSB community that create a work environment designed to attract, develop and retain the best qualified people. The department has a staff of 30+ employees and is made up of the following units: Compensation and Classification, Employee Engagement, Employee and Labor Relations, Employee Services (academic and staff assistance program, leave administration, healthcare facilitation, work/life resources, workplace accommodations), Talent Acquisition/Training and Development, UCPath Position Control/Workforce Administration, and HR office operations.

Benefits of Belonging

Working at UC means being part of this vibrant institution that shines a light on what is possible. People make UC great, and UC recognizes your contributions by making this a great place to work. Excellent retirement and health are just one of the rewards. Learn more about the benefits of working at UC

Brief Summary of Job Duties:

Under the direction of the Compensation Director, provides comprehensive analytical support for compensation services, classification and job evaluation, HR-related systems and processes, campus policies and programs, and training development and delivery. Resolves complex issues in imaginative and practical ways where analysis of situations and data requires a review of a variety of factors. Provides effective guidance on policy and compensation matters to all levels within the organization. Researches, analyzes and develops solutions to a wide range of HR/compensation related issues involving policy, procedures, and campus practices. Primarily deals with policies, programs and proposals which are complex in nature and diverse in scope. Assists in the development of new programs, policies or procedures for implementation. General instructions may be provided on new assignments and initiatives. Demonstrates excellent judgment in selecting methods and techniques for obtaining solutions. The effort assigned to job responsibilities may shift in response to changing goals and objectives and the demands of HR-related initiatives.

Required Qualifications:

• Bachelor's degree in related area and / or equivalent experience / training 
• Minimum of 3-5 years of progressively responsible administrative and analytical experience with policy review and interpretation, research and information gathering, and data analysis/reporting.
• 1-3 years Human Resources experience.
• Ability to resolve complex issues in imaginative and practical ways where analysis of situations and data requires a review of a variety of factors.
• Highly effective in productivity, cooperation, and building beneficial relationships with clients, coworkers, and management.
• Strong analytical and communication skills to exercise judgment, conduct analyses, and clearly convey recommendations.

Preferred Qualifications:

• 1-3 years professional compensation and job evaluation experience.
• 1-3 years experience working with HRIS systems.
• Ability to apply compensation policies, and procedures, as well as, knowledge of various federal and state labor laws and regulations, to resolve a variety of compensation-related issues of significant scope and complexity where analysis of situations and data requires a review of a variety of factors.
• Works well with data, including utilizing a variety of databases and query tools, exporting data to Excel, analyzing large sets of data using advanced Excel tools, creating data summaries, and designing data reports.
   

Special Conditions of Employment:

• This is a 1 year contract from 7/1/24-6/30/25
• Satisfactory criminal history background check
• UCSB is a Tobacco-Free environment

Job Functions and Percentages of Time:

• 50% Classification and Compensation - In support of a large number of departments on the campus, provides the following human resources services: 
  
  CLASSIFICATION ANALYSIS: Using skills and experience as a seasoned professional, provides comprehensive guidance to managers on the development of job descriptions and conducts job evaluations for a wide variety of jobs and levels. Reviews requests for new or revised jobs to determine appropriate classification. Confers regularly with management and employees during job evaluation process. Evaluates FLSA status of positions. Advises management on staffing issues, including advising on proper staffing, work distribution and redistribution of tasks. Advises management on actions involving classification, promotion, temporary assignments, demotion, and transfers and the related policies and procedures. Works collaboratively with managers to achieve the best workable solutions within campus policies and guidelines. May assist with development of classification standards for new functions and supplemental standards for existing functions. 
  
  COMPENSATION ANALYSIS: Confers regularly with managers and supervisors on a variety of compensation issues including pay equity and market equity. Reviews proposed salary adjustments for policy covered and represented staff employees, spanning more than a dozen collective bargaining units, for conformance to established guidelines, policies and practices. Applies an experienced and comprehensive understanding of professional compensation concepts to research and analyze the compensation of all levels of staff employees at UCSB and to evaluate compensation and pay equity at UCSB, across the UC system and in the labor market. Conducts market and data analysis for job families and individual jobs. Makes recommendations related to market equity analysis. Recommends corrective or alternative actions to resolve complex compensation-related problems. May participate in compensation surveys to collect and analyze competitive salary information to determine campus's competitive position. Maintains contact with the Office of the President, other UC campuses and industry for purpose of exchanging information regarding compensation and classification.
• 15% Policies, Procedures, and Best Practices - Independently provides clear and effective analysis of campus personnel policy, procedures, and best practices. Working directly with all levels of managers, provides interpretation and consultation, analysis, and recommended course of action for a wide range of situations. Assists in the development of compensation and classification policy administration processes for the campus. For a large base of campus clients, serves as the point of contact for staff personnel policy coordination for HR. May serve as a member of system-wide or campus work groups. Provides professional analysis, summaries, and briefings for management and campus community. May assists in formulating policy and procedural communications to campus. Conducts post-policy implementation analysis to determine the need for additional process/policy components. Monitors and analyzes changes in external regulations, legislation, and/or UC policies for impact on the campus.
• 10% Data Analysis and Special Projects - Provides assistance to Compensation Manager in preparing data summaries and costing analyses on various projects and sets of employee data. Conducts research and analyses and prepares supporting documentation for review by management. Applies knowledge of campus classification systems, Data Warehouse, UCPath, Cognos, HR Intranet and other available resources to research and analyze issues. Insures analysis incorporates all factors of the issue. Data analysis projects vary widely and may be related to specially-funded increases, collective bargaining unit agreements, and/or or changes to policy/practice. Provides coordination, research and analysis on other special projects related to compensation and classification. May gather data from other UC campuses on application of class specs, job standards, personnel programs, organizational structures, local pay rates, etc. May communicate with the Office of the President concerning the full range of compensation issues, such as, title code designation, by-agreement rates, title code extensions, specialty pay, range adjustments, etc. and/or respond to OP and other campuses in kind. May develop ad-hoc reports for complex information requests, data audit/cleanup, and similar efforts using working knowledge of data warehouse, UCPath, Cognos, and the HR Intranet.
• 10% HR Programs and Initiatives - Serves as a critical team member and individual contributor on HR related programs and initiatives (e.g. Equity, Career Tracks, HR Intranet, PowerBi, UCPath, Service Now, etc.) to achieve departmental goals, objectives and timelines. Responsibilities include assisting with the planning, design, coordination, implementation, and evaluation of campuswide compensation and classification programs. Serves as a subject matter and business process resource for HR systems development and serves as a campus resource for classification and compensation related matters. May coordinate program reporting and tracking. May assist in the development of proposals for new campus programs that support the broader campus strategic objectives.
• 10% CBU and Other Wage Programs - Responsible for staying abreast and complying with the ongoing compensation and classification related bargaining unit activity, information requests, costing analysis, and wage and salary structure proposals for one or more bargaining units. Researches, gathers data, and assists the Compensation Director with market and data analyses for job families and individual jobs. Makes recommendations related to market equity analyses. Assists in the preparation of costing scenarios for the purpose of developing compensation options for management decision-making, including costing scenarios for multi-year collective bargaining wage proposals and negotiations. May assist in the coordination of campuswide wage and merit programs, including the preparation of eligibility rosters, salary range/step structure adjustments, campus award program implementation, and other ancillary pay adjustments. Assists in the development of campus guidelines and communications. Provides related reports and data for management review, approval, and/or compliance reporting. Provides consultation to campus concerning wage implementation guidelines, and policy and contractual language.
• 5% Training and Communications - Assist in the design and delivery of in-person and Zoom-based training programs in response to campus needs and/or to address complex topics of diverse scope that are aligned with campus strategies. Training topics may include Compensation and Classification, FLSA, annual salary programs, Career Tracks, OACIS, UCPath, Service Now, policy and compliance, etc. Demonstrates good judgment in selecting methods and techniques for delivering training and development programs. May consult with central campus offices and management to determine methods for delivery of course content and effective use of technology. Assists the Compensation Director in maintaining and improving the Compensation Unit web pages. Develops tools, resources, and communications in support of on-going education on a wide range of HR and compensation related topics.

UC Vaccination Programs Policy - With Interim Revisions:

As a condition of employment, you will be required to comply with the University of California Policy on Vaccinations Programs – With Interim Revisions.*
As a condition of Physical Presence at a Location or in a University Program, all Covered Individuals** must participate in any applicable Vaccination Program by providing proof that they are Up-to-Date with any required Vaccines or submitting a request for Exception in a Mandate Program or properly declining vaccination in an Opt-Out Program no later than the Compliance Date (Capitalized terms in this paragraph are defined in the policy.). Federal, state, or local public health directives may impose additional requirements.

For more information, please visit:

• UC Santa Barbara COVID-19 Information - https://www.ucsb.edu/COVID-19-information
• University of California Policy on Vaccinations – With Interim Revisions - https://policy.ucop.edu/doc/5000695/VaccinationProgramsPolicy

*Note: The Policy on Vaccination Programs – With Interim Revisions was updated effective August 16, 2023. A systemwide review of this policy will take place in Fall 2023 with an expected issuance/effective date in early 2024.

**Covered Individuals: A Covered Individual includes anyone designated as Personnel or Students under this Policy who physically access a University Facility or Program in connection with their employment, appointment, or education/training. A person accessing a Healthcare Location as a patient, or an art, athletics, entertainment, or other publicly accessible venue at a Location as a member of the public, is not a Covered Individual.

Equal Opportunity/Affirmative Action Statement:

UC Santa Barbara is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status.
For the University of California's Affirmative Action Policy, please visit: https://policy.ucop.edu/doc/4010393/PPSM-20.
For the University of California's Anti-Discrimination Policy, please visit: https://policy.ucop.edu/doc/1001004/Anti-Discrimination.

Reasonable Accommodations:

The University of California endeavors to make https://jobs.ucsb.edu accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact Katherine Abad in Human Resources at 805-893-4664 or email katherine.abad@hr.ucsb.edu. This contact information is for accommodation requests only and cannot be used to inquire about the status of applications.

Privacy Notification Statement

Privacy Notification Statement and Notice of Availability of the UCSB Annual Security Report Disclosures

Application Status: If you would like to check the status of your application, please log into the Candidate Gateway where you applied and click on 'my activities'.