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Position Summary:

The Compensation Manager analyzes and classifies positions to determine appropriate salary ranges, ensuring fair and consistent compensation practices in compliance with relevant laws and regulations. The manager plans, develops and implements new and revised compensation programs, policies and procedures to align with the university’s goals. The manager is responsible for the job description process. The manager provides oversight of the professional and management confidential (MC) performance management process and employee appointment transaction processing.

The salary range for this position is $75,000 – $90,000 (Depending on Experience).

Major Responsibilities:

Position Classification

+ Work closely with HR leadership and campus administrators to assess appropriate staffing levels and departmental organizational structures, providing HR and campus leadership with recommendations.

+ Write and edit job descriptions. Evaluate new and existing job descriptions, providing recommendations on titles, levels, and pay grades. Evaluate and assess exemption status for new/revised jobs using FLSA standards.

+ Provide ongoing job description training to campus leaders.

+ Meet with campus leaders to discuss, review, and evaluate positions to determine faculty, professional or classified staff status.

Compensation

+ Partner with HR leadership to assess market data to determine appropriate salaries for new hires and promotions.

+ Conduct market pricing using published salary surveys and manage survey participation on behalf of the University.

+ Develop and maintain employee compensation programs, analyzing financial impact of salary increases.

+ Participate in and provide support for larger compensation projects including program recommendations and ongoing program maintenance.

+ Prepare compensation program documents for campus leadership.

+ Monitor changes to the minimum wage and communicate changes to the administration.

+ Conduct equity and wage compression analyses and analyze impact of changes upon individual employees and employees in the same or similar positions.

+ Stay informed on current pay trends and industry benchmarks.

+ Ensure compliance with federal, state, and local laws related to compensation and classification, including Fair Labor Standards Act ( FLSA ) regulation.

+ Assist with the Discretionary Salary Increase ( DSI ) process including communications, campus leader training, and data analysis as needed.

+ Manage the UUP Salary Increase and Promotion requests process and make salary recommendations to the Associate VP for Human Resources and President’s Cabinet.

+ Prepare ad hoc and annual reports related to staffing, compensation, and turnover.

Supervision

+ Supervise an HR Assistant providing ongoing training, coaching, and management of performance including ensuring annual performance programs and evaluations are completed in a timely manner.

Performance Management

+ Provide the HR Assistant with guidance related to the professional and MC employee performance management process and procedures.

+ Provide counsel and advice to managers and supervisors of the university to ensure best practices in performance management and adherence related to policies and procedures.

+ Work closely with the Employee Relations Unit personnel to assist supervisors in the non-renewal process as outlined in the Policies of the Board of Trustees and/or bargaining unit agreement.

+ Conduct performance management training for supervisors.

SUNY HR – Appointment Processing

+ Provide the HR Assistant with guidance in the administration and processing of a variety of UUP /M/C employment actions including new hire appointments, reappointments, promotions, salary increases, paid and unpaid leaves, and retirements/terminations.

Service

+ Participate in campus-wide committees where appropriate.

+ Attend a minimum of three events on campus per year.

+ Participate in process improvement initiatives.

+ Collaborate with the HR Assistant to ensure the compensation and classification platform in Team Dynamix is routinely reviewed and maintained.

Required Qualifications:

+ Bachelor’s degree

+ Minimum of three years professional work experience in human resources including experience in position classification and compensation.

Preferred Qualifications:

+ Bachelor’s degree in human resource management, business administration, economics or mathematics

+ Minimum of five years of compensation and classification professional work experience

+ Demonstrated knowledge of employment laws and regulations

+ Experience in higher education

+ Experience working in a unionized environment