Specialist, Classification and Compensation

Benefits

Additional Information

Welcome to Career Opportunities at Lindenwood University. PLEASE READ: For all applications, please include your resume and cover letter. You may skip the " Quick Apply " page by simply clicking " Next " at the bottom of the page. When you arrive at the " Experience " page, you may upload all desired documents using the upload box labeled " Resume/CV. " This is the appropriate box to upload all documents. Benefits of Being a Lindenwood Employee: Upon hire, employer-paid tuition benefits for bachelor's (employee, spouse, and dependent) and master's degree programs (employee and spouse only). Tuition discounts for doctoral programs (employee only). Comprehensive benefits plan: medical, dental, vision, life insurance, disability insurance, and retirement options. Paid holidays: MLK Jr. day, Good Friday, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving break (Wednesday - Friday), and winter break (Dec. 23 - Jan. 1). Free lunch Fridays: LU employees are eligible for a free meal on Fridays at the Evans Commons Dining Hall or Spellman Dining Hall; Chick-fil-A and Qdoba included. Professional development opportunities through the Lindenwood Learning Academy . JOB TITLE SUMMARY Job Title: Specialist, Classification and Compensation Division: Human Resources Evaluation Group: Staff FLSA Status: Exempt Reports To: Assistant Vice President, Human Resources Positions Supervised: N/A Job Summary The classification and compensation specialist oversees and administers employee compensation programs and position control. Essential Job Functions and Performance Indicators The intent of this job description is to provide a representation of the types of duties and level of responsibility that will be required of positions given this title. This job description shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description. Job Responsibilities and Execution Manages the development, implementation, and administration of the University's classification and compensation programs Conducts market salary research and benchmarking positions against external data; Serves as the institution's primary administrator for compensation surveys, ensuring timely and accurate participation in local, regional, industry-specific, and higher education salary surveys Establishes internally equitable compensation rates while keeping in line with the external market Develops, reviews, and maintains job descriptions to ensure accurate documentation of essential functions, qualifications, reporting relationships, and compensation alignment Reviews new and existing positions to ensure accurate FLSA exemption status and proper job classification for alignment with regulations and organizational structure Approves new hire recommendations, salary offers, and data inputs within Workday to ensure compliance with University policies and wage and hours laws Ensures compliance with applicable federal, state, and local compensation-related laws and regulations, including the Fair Labor Standards Act (FLSA), Equal Pay Act, and other relevant employment laws across the various states in which the University operates Leverages Workday and Adaptive Insights to ensure position control, adherence to personnel budget, and accurately track personnel changes and funding Collaborates with HR leadership and HRIS to develop Workday Adaptive Insights and Workforce Planning to accurately assess the current competition and forecast future demand for qualified professionals Facilitates faculty and staff raise increase process, reviews raise recommendations and distributes accurate faculty agreements and staff raise letters Works closely with HR leadership in managing all position allocations and reorganizations Conducts periodic audits of compensation programs and practices to identify opportunities for improvement Maintain accurate compensation records and documentation Utilize HRIS and reporting tools to support compensation planning and decision-making Service Excellence Supports University leaders by conducting staffing-related research and data analysis aimed at aligning workforce needs with University initiatives Supports the mission of the University and serves as an ambassador of the Q2 culture of service excellence Models, supports, and holds others accountable to the University's values Builds rapport with leaders across the university, communicating in a concise, customer-focused manner Provides training and guidance on compensation practices, salary administration, and job classification processes Communication, Teamwork, and Collaboration Provides guidance and education to HR liaisons and department managers on pay decisions, salary offers, policy, and guideline interpretation and job evaluation Collaborates with managers to determine staffing needs, designs