Washington University In St. Louis · St. Louis, MOPrepare for this interview
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Scheduled Hours 40 Position Summary Under minimal supervision, administers and analyzes staff compensation programs ensuring compliance with federal, state, and local requirements. This role conducts complex job evaluations, analyzes compensation data, and provides strategic guidance to HR Liaisons and department managers. Will be expected to contribute to the development and refinement of compensation best practices, including providing input on policies and programs. The position requires strong analytical and influencing skills to support decision-making, maintain internal equity, and ensure market competitiveness. Responsibilities also include leading training sessions, supporting compensation initiatives (such as annual salary planning), managing HR system transactions and approvals, and performing audits, reporting, and data analysis to drive continuous improvement. Must maintain composure and professionalism while effectively prioritizing and managing tasks in a complex, high-pressure environment. Job Description Primary Duties & Responsibilities: Evaluates and analyzes jobs in response to requests for new or revised job descriptions utilizing compensation evaluation software tool. Determines appropriate pay levels and FLSA classifications. Establishes equitable compensation rates while keeping in line with the external market. Maintains documentation of evaluations. Ensures job descriptions are legally compliant with outside regulatory agencies. Collaborates with Recruiters as needed regarding job postings. Develops and provides creative alternatives and guidance regarding complex compensation matters to HR Liaisons and department managers which could include various pay decisions, salary offers, policy and guideline interpretation/exceptions and job evaluations. May complete regression analysis modeling to determine equitable pay distribution. Builds rapport with customers, communicating in a concise, customer-focused format. Participates in and at times leads projects and compensation initiatives that are technical and often complex in nature while utilizing various HR systems. This includes year-end merit increase process, salary structure development and department/system-wide reviews. May participate in analyses for the Spring and Fall Board of Trustees Compensation Committee meeting. Performs market compensation analyses and salary structure benchmarking, participates in third-party salary surveys. Assesses general trends in compensation levels and makes recommendations for adjustments to compensation structures. Performs related analyses such as cost projections and conducts additional research as assigned. Approves all staff compensation transactions entered into HR's system, ensuring consistency and adherence to policies, practices and guidelines. Ensures all proper approvals are received and payroll deadlines are met. Coordinates with central HR team, HR Liaisons and Payroll representatives as needed. Develops and modifies available queries and reports to generate data used for compensation planning and audits using Workday and Excel. Audits compensation and related data in Workday for compliance with policies and regulations. Keeps apprised of laws and regulations related to pay programs to ensure compliance and provide customer guidance. Stays informed regarding industry trends and best practices in compensation including survey participation. Participates in preparation and distribution of communications related to compensation and may participate in ensuring the HR website for Compensation is updated with current relevant information. Participates in developing and conducting compensation administration training sessions for managers. Perform other duties as assigned The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all job duties performed by the personnel so classified. Management reserves the right to revise or amend duties at any time. Required Qualifications Education: Bachelor's degree or combination of education and/or experience may substitute for minimum education. Certifications /Professional Licenses : No specific certification/professional license is required for this position. Work Experience: Progressively Responsible Analysis And Administration Of Compensation Programs (6 Years)
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