Human Resources Compensation Analyst

Under the direction of the Associate Vice President of Human Resources, the HR Compensation Analyst is responsible for performing activities in support of the University’s compensation programs. This position will be required to work collaboratively with University constituents and recommend wages and salaries that are market competitive and internally equitable while following established policies and guidelines. The HR Compensation Analyst will evaluate job descriptions, conduct thorough audits, and analyze reports to ensure consistent application of University policies and government regulations.

This position is hybrid

Essential Functions

Administers the compensation program for faculty and staff by:

• Works collaboratively with the Talent Acquisition team to determine offers for new employees. Ensure offers promote internal equity while remaining competitive with the external market.
• Provides recommendations and guidance to managers on wages and salaries using the University’s Pay and Titling Guidelines and external market surveys.
• Benchmarks positions against market surveys to determine appropriate market pricing to appropriately place positions in range.
• Approves compensation-related actions in the Workday HCM system. Utilizes Workday reports to conduct analytics on wages and salaries.
• Works in collaboration with the HRIS Administrator to ensure compensation tables in Workday are updated to reflect minimum wage requirements and FLSA standards.
• Keeps up-to-date on Workday new releases for compensation. Utilize Workday Community for learning fundamentals of compensation and best practices for system implementation.
• Keep apprised of federal, state, and local compensation laws and regulations in order to ensure University compliance.

Evaluates Position Description Questionnaires (PDQs) for new and existing positions by:

• Ensure duties and responsibilities are clearly defined. Ensure the position’s reporting structure, work experience, educational requirements, knowledge, skills, physical and/or working conditions, and expectations for furthering the University mission are clearly outlined. Makes recommendations to PDQ changes as necessary to ensure uniformity of job descriptions and titling guidelines.

• Investigate and analyze position duties and responsibilities to determine appropriate Fair Labor Standards Act (FLSA) classification to include exemption status, job title, and salary range.

• Conducts job analysis (desk audits) and if necessary, develops an appropriate PDQ/job description and determines appropriate salary grade levels.

• Complete exempt and non-exempt salary surveys (e.g., AAUP, CUPA-HR) and develop techniques for compiling, preparing, and presenting data.

• Responsible for providing data to Institutional Research for the annual submission of the HR portion of the IPEDS report. This includes reviewing various reports, conducting data validation, updating information, and serving as the point of contact to the Institutional Research team.

Works collaboratively with the AVPHR on compensation related projects, policies and procedures:

• Conducts market research to ensure competitiveness of the University’s current salary structures.

• Evaluates current compensation procedures and provide recommendations for continuous improvement.

• Proposes updates to current salary structures that align with compensation trends and University objectives.

• Assists in the development or revision of policies, guidelines, and procedures, to drive efficiency and market competitiveness.

• Assesses the associated costs of pay grade changes. Review salary ranges/structure every three years to ensure structure remains competitive with the University's competitors.

• Prepares reports and analysis on compensation data and Human Resources metrics related to wages and salaries. This may include but not limited to; data needed for merit increases, COLA, minimum wage adjustments, etc.

• Performs other compensation project related work including but not limited to benchmarking for pay practices, incentive pay, bonuses, etc.

• Other duties as assigned.

Qualifications/Requirements

• Bachelor’s Degree in Business, Human Resources, or related field required. Previous experience directly in compensation may substitute the required education on a year-to-year basis.

• 1-3 years of related experience.

• Ability to handle highly sensitive information with integrity and confidentiality.

• Must have mathematical aptitude and general analysis skills.

• Ability to problem solve and escalate matters as appropriate.

• Ability to research and formulate analysis.

• Must have time management skills to meet deadlines.

• Must have the ability to multi-tasks and work on multiple projects simultaneously.

• Must have exceptional attention to detail and follow-up skills.

• Must be proficient in Microsoft Suite (Word, Excel, Outlook, PowerPoint).

• Ability to generate reports for compensation analysis.

• Must have excellent communication and organizational skills.

• Ability to problem solve a variety of Human Resources related challenges while providing sound judgement in decision-making.

• Ability to prepare reports and presentations as needed.

• Must be flexible to changes in the work environment.

Benefits: Barry University offers a comprehensive benefits package to full-time employees that includes health, dental, vision, life insurance, retirement, tuition assistance, paid time off and work/life balance initiatives such as wellness programs, spirituality in the workplace, and training and development.

Barry University is an Equal Opportunity Employer, committed to a diverse and inclusive work environment.