Compensation Analyst 2904

Compensation Analyst 2904 Responsibilities:Maintain salary administration, including general increases, variable compensation plans, and budgeting. In accordance with the Company's compensation philosophy, strategy, and programs, oversee the review, adjustments, and reclassification processes for staff.Manages compensation tables in HR Management System (Banner), conducts compensation audits.Developing, updating, and analyzing FLSA-compliant position description questionnaires in coordination with Talent Management.Performs evaluations on a variety of jobs and levels and coaches managers.Utilizes the workflow tool on the Applicant Tracking System (People Admin) to analyze compensation on new positions; evaluates placement for grades and salaries.Provides job development and compensation training to campus departments/colleges.Benchmarks Company benefits against comparable organizations. Recommends compensation policies to senior management. Documents and communicates compensation plans.Prepares special studies and recommendations on a variety of total reward programs to mitigate liability for the Company (minimum wage, pay equity, internal equity, etc.). Prepares financial presentations and reports for committees, the President's Executive Cabinet, and the Board of Trustees.Balance internal equity, market conditions, and fiscal accountability in the compensation area.Develop compensation processes that are aligned with federal and state laws.Compensation audits.Develops salary, benefit, and budget statistics for CUPA-HR and other external sources.Establishes benchmarking processes for external and internal studies. Directs R Staff to collect and analyze salary survey data.Other duties as assigned.

RequirementsEducation/Degrees Required:Bachelor's degreeExperience required:Knowledge of FLSA and California employment classification rules.Analytical, modeling, and financial skills.Compensation benchmarking experience is required.

Desired Skills and Experience

Compensation Analyst 2904 Responsibilities:Maintain salary administration, including general increases, variable compensation plans, and budgeting. In accordance with the Company's compensation philosophy, strategy, and programs, oversee the review, adjustments, and reclassification processes for staff.Manages compensation tables in HR Management System (Banner), conducts compensation audits.Developing, updating, and analyzing FLSA-compliant position description questionnaires in coordination with Talent Management.Performs evaluations on a variety of jobs and levels and coaches managers.Utilizes the workflow tool on the Applicant Tracking System (People Admin) to analyze compensation on new positions; evaluates placement for grades and salaries.Provides job development and compensation training to campus departments/colleges.Benchmarks Company benefits against comparable organizations. Recommends compensation policies to senior management. Documents and communicates compensation plans.Prepares special studies and recommendations on a variety of total reward programs to mitigate liability for the Company (minimum wage, pay equity, internal equity, etc.). Prepares financial presentations and reports for committees, the President's Executive Cabinet, and the Board of Trustees.Balance internal equity, market conditions, and fiscal accountability in the compensation area.Develop compensation processes that are aligned with federal and state laws.Compensation audits.Develops salary, benefit, and budget statistics for CUPA-HR and other external sources.Establishes benchmarking processes for external and internal studies. Directs R Staff to collect and analyze salary survey data.Other duties as assigned.RequirementsEducation/Degrees Required:Bachelor's degreeExperience required:Knowledge of FLSA and California employment classification rules.Analytical, modeling, and financial skills.Compensation benchmarking experience is required.All qualified applicants will receive consideration for employment without regard to

race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status.

We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance.by Jobble
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