The Compensation Consultant serves as a strategic Human Resources partner responsible for the administration, analysis, and consultation of compensation programs within a higher education environment. This position provides classification, job analysis, and salary administration consultation. The role collaborates closely with academic and administrative departments to evaluate organizational and workforce needs, review compensation-related requests, and provide recommendations that support recruitment, retention, and institutional effectiveness. The Compensation Consultant conducts market analysis, supports salary structure development, maintains job architecture, and ensures compliance with applicable federal and state regulations, institutional policies, and compensation best practices.
Statement of Duties and Responsibilities:
Compensation Analysis, Classification, and Salary Administration – 40%
Review and evaluate position reclassifications, salary adjustments, auto-promote requests, and new position requests to ensure alignment with departmental and University requirements, organizational structure, and job responsibilities.
Conduct comprehensive job analysis to assess and validate position duties, scope of responsibility, minimum qualifications, exemption status, and appropriate classification and salary grade placement.
Assess new and revised job descriptions to ensure duties, competencies, and reporting structures are accurately aligned with institutional standards and operational needs.
Review hiring salary recommendations and employment offers to ensure internal equity, market competitiveness, compliance with university compensation philosophy, and alignment within established salary structures.
Analyze compensation-related concerns, including salary compression, inversion, equity adjustments, market adjustments, and organizational impacts, and provide recommendations to leadership.
Collaborate with departments to ensure positions and accompanying salary ranges meet established compensation rates and classification structures.
Compensation Consultation and Strategic Partnership – 25%
Serve as a compensation consultant to academic and administrative departments by providing guidance on classification, salary administration, compensation practices, organizational changes, and workforce planning.
Partner with departmental leadership, Human Resources, and institutional stakeholders to evaluate compensation needs and recommend solutions that support recruitment, retention, and organizational effectiveness.
Provide compensation policy interpretation and guidance to employees, supervisors, and management regarding salary administration, compensation-related processes, and position management.
Collaborate with departments to recommend job structure modifications and support implementation efforts to improve organizational alignment and operational efficiency.
Provide guidance and direction to HR support staff on compensation-related procedures, practices, and documentation requirements.
Market Analysis, Compensation Planning, and Program Development – 15%
Participate in and contribute to higher education and industry compensation surveys and assist in the development and implementation of custom compensation studies, as appropriate.
Formulate recommendations for the development, maintenance, and enhancement of salary structures, compensation programs, and pay plans to support institutional goals.
Assist in the development and update of Administrative & Professional (A&P), classified, and other institutional pay plans, as applicable.
Job Architecture, Data Management, and Reporting – 10%
Assist in maintaining institutional job architecture and job descriptions to ensure consistency, accuracy, and alignment with organizational standards.
Coordinate approval processes for new and revised job descriptions and ensure updates are accurately reflected in the University’s job description repository and related systems.
Maintain accurate documentation and compensation records to support audits, reporting requirements, and data integrity.
Compliance, Policy Interpretation, and Continuous Improvement – 10%
Ensure institutional compensation practices comply with applicable federal and state laws and regulations, including Fair Labor Standards Act (FLSA), Equal Pay provisions, wage and hour laws, overtime requirements, and workers’ compensation regulations.
Interpret and apply compensation policies, procedures, and guidelines to ensure consistency, and compliance with institutional compensation programs.
Assist in the development, revision, and continuous improvement of compensation policies, procedures, and best practices in collaboration with Human Resources leadership and University management.
Identify opportunities for process improvement to enhance compensation services, operational efficiency, and consistency in compensation administration.
Knowledge of all Microsoft Office software and able to learn and use institutional software systems.
Complies with all State and University policies.
Other duties may be assigned.
Supervisory Responsibilities: Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws.
