Sr. Compensation Analyst - 133601

The Sr. Compensation Analyst is responsible for conducting in-depth analysis of classification/compensation data, including market research, job classification evaluations, and salary benchmarking. Responsibilities include consulting services to assigned client groups, position classification, compensation analysis, and data management. Participates with other Compensation Analysts in providing training to departments on compensation and classification policies and practices.

This position will provide support and coordination for various wage implementations processes in response to systemwide salary programs, labor contracts, and state/local updates. Utilizing market data, will assist with the development and salary structures, ensuring alignment with UC policies and/or labor agreements. Collaborate with other teams/units, such as Payroll, UC Path for wage implementation processing. Maintain and update compensation documentations, spreadsheets, and other records to ensure accuracy and compliance with company policies and procedures.

Provides front-line point of contact support to managers and supervisors for all matters related to compensation and classification. May participate with Principal Compensation Analysts in the development of training, special projects, and compensation programs.

Uses skills and experience as a seasoned professional with a comprehensive understanding of compensation concepts. Resolves complex issues in imaginative and practical ways where analysis of situations and data requires a review of a variety of factors. General instructions may be provided on new assignments and initiatives.

• Comprehensive knowledge of the compensation functions as well as general knowledge of other areas of human resources.

• Knowledge to develop and implement compensation programs for client groups and understands how they and other initiatives may impact various areas of human resources.

• Analytical skills to conduct analysis and develop recommendations as well as effective written and verbal communication skills to convey findings and recommendations clearly and concisely.

• Demonstrated ability to work collaboratively with client groups and other areas of human resources and complete multiple assignments on time.

• Strong interpersonal skills to interface with business units and other areas of human resources.

• Demonstrated ability to prioritize competing work assignments and meet deadlines.

• Experience assisting management with developing solutions to a broad range of classification, compensation and organizational design issues.

• Strong analytic and problem solving skills. Ability to analyze complex problems and formulate a recommendation for management consideration.

• Excellent interpersonal skills and customer service orientation. Ability to interact effectively with all levels of staff and management to influence outcomes while acting in a consultant capacity.

• Excellent verbal and written communication skills, including the ability to make presentations to large groups of employees.

• Knowledge of wage and hour laws, and other laws and regulations relating to compensation, employment, collective bargaining, EEO/AA and FLSA.

• Experience in performing job analysis, including job documentation and classification using whole job comparison, and factor-based grade determination processes.

• Skill in the operation of personal computers with strong knowledge of Excel, Word, Powerpoint, email, electronic calendaring systems, and the ability to conduct internet research.

• Knowledge of organizational design.

• Analytical skills to conduct analysis and develop recommendations as well as effective written and verbal communication skills to convey findings and recommendations clearly and concisely.

• Demonstrated competency with and commitment to equity, diversity, inclusion and belonging.

• Job offer is contingent on clear Background Check.

• As part of the regular responsibilities of this position, the incumbent sees confidential documents which are used by management in developing positions related to collective bargaining, attends meetings where management positions and strategies regarding collective bargaining issues are discussed, and gathers data important to the formulation of management positions in collective bargaining. Therefore, this position is designated as confidential under HEERA.

If employed by the University of California, you will be required to comply with our Policy on Vaccination Programs, which may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.

To foster the best possible working and learning environment, UC San Diego strives to cultivate a rich and diverse environment, inclusive and supportive of all students, faculty, staff and visitors. For more information, please visit UC San Diego Principles of Community.

UC San Diego is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status.

For the University of California's Affirmative Action Policy please visit: https://policy.ucop.edu/doc/4010393/PPSM-20
For the University of California's Anti-Discrimination Policy, please visit: https://policy.ucop.edu/doc/1001004/Anti-Discrimination

UC San Diego is a smoke and tobacco free environment. Please visit smokefree.ucsd.edu for more information.

Misconduct Disclosure Requirement: As a condition of employment, the final candidate who accepts a conditional offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; received notice of any allegations or are currently the subject of any administrative or disciplinary proceedings involving misconduct; have left a position after receiving notice of allegations or while under investigation in an administrative or disciplinary proceeding involving misconduct; or have filed an appeal of a finding of misconduct with a previous employer.

a. "Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer. For reference, below are UC's policies addressing some forms of misconduct:

• UC Sexual Violence and Sexual Harassment Policy
• UC Anti-Discrimination Policy
• Abusive Conduct in the Workplace