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DIRECTOR, COMPENSATION SERVICES

Company: UNIVERSITY OF MISSOURI
Location: Columbia
Posted on: December 3, 2019

Job Description:

Institution in the Education sector.

  • Collect, store, analyze and communicate accurate compensation data pertinent to the organization's labor markets.-- Will assist senior management in defining the organization's labor markets and the position that is to be maintained (median among identified competitors).-- Determine value of surveys in light of department budget and benchmark titles that are included.-- Oversee annual completion of surveys and adherence to return schedules to acquire all price discounts that are available.-- Ensure accurate job matching when completing surveys and applying the reported data to job titles.--
  • Counsel all levels of management regarding special or non-scheduled pay actions as requested or as these are initiated by the Compensation Office.-- Clarify reasoning for the pay action and assess compliance with established programs and accepted precedence.-- Approve or deny requests and clearly communicate reasoning for both; always focusing on management education and development.-- Document rationale for all decisions and store for future reference.-- Must maintain a proper balance of the office's service and control functions.
  • Execute and monitor the organization's merit-pay program.-- Oversee the daily operations, processing and maintenance of a variety of notices, forms and reports that are produced by the Compensation Office.-- Responsible for establishing lead-times and management adherence to planning and processing cycles to ensure an employee's receiving a scheduled performance appraisal and subsequent pay action on time.-- Will authorize or deny the processing of merit increases, summary payouts or retroactive awards requested by management or initiated by the Human Resource department.-- Request and coordinate payroll intervention and needed assistance as management delays and accounting schedules delay the processing of merit awards; with the goal of eliminating retroactive pay actions and manual payroll processing.
  • Execute the organization's job classification program(s) while promoting a market-based philosophy.-- Maintain a reasonable equity structure using a consistent rationale based on approved job families and identified career paths.-- Ensure complete adherence to laws that govern compensation; EPA, FLSA, EEO.-- Supervise and assist a professional staff being responsible for conducting job audits as requested by management or initiated by the Compensation Office.-- Approve pay parameter (pay ranges) assignments and ensure proper documentation of decisions.--
  • Follow internal procedures in obtaining management approvals of recommendations and a general acceptance of those made.-- Communicate and promote the rationale that directs the classification program to both management and staff.-- As job audits are conducted, ensure compliance issues are being adhered to by the department; communicate staff or personal findings to the appropriate Human Resource section.-- Advise health system administration and line management on the development and administration of salary programs designed to maximize recruitment and retention potential, while maintaining fiduciary responsibilities and internal equity concerns.--
  • Remain abreast of current pay programs within the healthcare industry and those of direct competitors.-- Notify appropriate managers of findings and recommend the use of those programs deemed supportive of the organization's compensation philosophy and have the potential for acceptance / implementation.
  • Facilitate resolution of employee relations complaints (including investigating EEOC-related complaints; conduct formal internal investigations and other special projects as assigned; Serve as consultant as a resource for policy interpretation, performance management, training initiatives and recognition programs.--
  • Prepare and maintain, by department, a series of summary sheets on job titles being utilized, their assigned pay grade, related pay issues (e.g. shift differentials, overtime eligibility, EEO codes, incentive notation) and explanatory footnotes.-- Annually prepare and distribute new summary sheets to appropriate line managers at the beginning of each merit year.-- Maintain and distribute timely updates resulting from classification actions.-- Initiate modifications to format and information content based on internal user needs.-- Summary sheets are to be maintained for the parent organization, subsidiaries and contract businesses where a formal compensation program has been implemented.
  • Promote the development of job performance standards for employee development and work assessment.-- Provide training to all members of management and direct assistance on developing standards; following approved formats and content.-- Promote employee awareness and acceptance of the organization's "Pay for Performance" philosophy.-- Conduct employee orientation and information meetings to explain the organization's merit program and the process of earning a pay increase.-- Coordinate activities supporting the organization's annual performance evaluation program.-- May conduct periodic employee surveys on supervisory effectiveness to identify training needs.
  • Requires a bachelor's degree in business or a related area. Master's degree preferred.
  • ---Five or more years' experience in Human Resources, including 3 years in wage and salary administration within a HealthCare organization is required.--
  • ---Prior experience with PeopleSoft or similar HR/Payroll platform desirable.--
  • PHR and/or CCP (Certified Compensation professional) designation desirable.

Keywords: UNIVERSITY OF MISSOURI, Columbia , DIRECTOR, COMPENSATION SERVICES, Accounting, Auditing , Columbia, South Carolina

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