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Compensation Analyst 2 or 3

Company: University of California - Santa Barbara
Location: Santa Barbara
Posted on: August 5, 2019

Job Description:

Job Number
20190203

Number of Hires
Multiple Hire

Job Open Date
04-18-2019

Job Close Date
Open Until Filled

Primary Consideration Date for Open Until Filled


Additional Deadline Information


Title Code
7725

Payroll Title Name
Compensation Analyst 2

Working Title Name
Compensation Analyst 2 or 3

Department Profile (Specific Information about department/program):


Department Code-Name
PERS-Human Resources

End Date/Contingencies for Grant Funding


FOC (Federal Occupation Code) Sub-Code
BD-Fiscal, Management and Staff Services

FOC (Federal Occupation Code)
B-Professionals

Advertised Range Min (full time equivalent)

A little help* Go to Salary Scales 25.48

Advertised Range Max (full time equivalent)
31.85

Advertised Range Rate Type
Hourly

Other Advertised Salary Range Comments
$25.48 - $31.85/hr

Percentage of full-time
100

Days
Monday - Friday

Hours
8 am to 5 pm

Appointment Type

A little help with Contracts* Go to Employment Agreements Career

Limited Appointment End Date

A little help* Go to General Information on Limited Appointments

Is this a NEW CAREER position*
No

Summary of Job Duties
(Note: This summary will be used for keyword search) Compensation Analyst 2 (or Compensation Analyst 3):

Under the general supervision of the Compensation Manager, the position serves as an intermediate (or seasoned) human resources professional providing analytical support for compensation services, classification and job evaluation, HR-related systems/processes, campus policies and programs, data and other special projects, and training. Provides advice and consultation on a variety of compensation and classification functions for a client group on campus. Uses professional (or advanced) compensation and classification concepts and applies related policies and procedures to resolve a variety of compensation related issues that are of moderate (or complex) scope and impact where analysis of situations and data requires a review of factors. Exercises judgment within defined compensation and classification procedures and practices to determine appropriate action/recommendations.

Normally receives general instructions (or general direction) regarding on-going compensation assignments, with detailed instructions provided on new compensation projects or assignments (or may develop new programs, policies or procedures for implementation). Demonstrates good judgment in selecting methods and techniques for obtaining solutions. The effort assigned to job responsibilities may shift in response to changing goals and objectives and the demands of HR-related initiatives.

*There is one position available. Level will be determined at point of hire and is dependent on skills, knowledge and experience of final candidate.

Minimum Requirements
Compensation Analyst 2 (Intermediate level):

-Demonstrated experience in the field of human resources, with a Bachelor's degree in related field and/or equivalent combination of education and experience/training.
-Working knowledge of applicable laws and regulations related to human resources management.
-Working knowledge of the compensation function as well as general knowledge of other areas of human resources.
-Demonstrated knowledge and experience with data analysis, query tools, data extraction, and data summation.
-Solid analytical and professional skills to conduct comprehensive analysis and research.
-Ability to develop recommendations for course of action.
-Effective written and verbal communication skills to convey findings and recommendations clearly and concisely.
-Solid interpersonal skills to interface with business units and other areas of human resources.
-Demonstrated ability in establishing productive, cooperative, and mutually beneficial working relationships with clients, coworkers, peers, and management.
-Demonstrated ability to prioritize competing work assignments and meet deadlines
-Strong initiative and follow-through, self-motivated and results-oriented to set and meet aggressive commitments
-Ability to use discretion, exercise good judgment and resourcefulness, tact, diplomacy and maintain strict confidentiality

Compensation Analyst 3 (Experienced level):

-Seasoned, advanced experience and knowledge in all areas above
-Certified Compensation Professional rating preferred
-Knowledge and ability to significantly contribute to development and implementation of compensation programs

Desirable Requirements
PHR, SPHR, and/or CCP certification, in good standing.
Certified Compensation Professional rating preferred.
Knowledge and experience working in Human Resources for a higher educational institution or public agency.

Special Conditions of Employment

A little help* Go to Driver's License Requirements or Background Check Guidelines Satisfactory criminal history background check

Other Special Conditions of Employment
There is one position available. Level will be determined at point of hire and is dependent on skills, knowledge and experience of final candidate.

Other Recruitment Notes


Optional Applicant Documents
Other Document (1)
Other Document (2)
Other Document (3)

Required Applicant Documents
Resume
Cover Letter

JOB DESCRIPTION

FLSA Exemption Status

A little help* Go to Exempt vs. Non-Exempt Employees Non-exempt

CBU (Collective Bargaining Unit)
99 - Non-Represented (PPSM)

ERC (Employee Relations Code)
F

Grade Type
PSS

Grade Type
Human Resources

Grade Type
Compensation

Grade Type
Intermediate

Grade Type
P2

Grade
21

End Date for Other Appointment Type (e.g., Contract or 18-month Career)


Provision Number
40028842

Type of Supervision Received

A little help* Go to Degree of Supervision General supervision

Knowledge, Skills and Abilities
Compensation Analyst 2 (Intermediate level):

-Demonstrated experience in the field of human resources, with a Bachelor's degree in related field and/or equivalent combination of education and experience/training.
-Working knowledge of applicable laws and regulations related to human resources management.
-Working knowledge of the compensation function as well as general knowledge of other areas of human resources.
-Demonstrated knowledge and experience with data analysis, query tools, data extraction, and data summation.
-Solid analytical and professional skills to conduct comprehensive analysis and research.
-Ability to develop recommendations for course of action.
-Effective written and verbal communication skills to convey findings and recommendations clearly and concisely.
-Solid interpersonal skills to interface with business units and other areas of human resources.
-Demonstrated ability in establishing productive, cooperative, and mutually beneficial working relationships with clients, coworkers, peers, and management.

The University of California is an Equal Opportunity/Affirmative Action Employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.

Keywords: University of California - Santa Barbara, Santa Barbara , Compensation Analyst 2 or 3, Professions , Santa Barbara, California

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