Salary is commensurate with experience and education.
As a UW employee, you will enjoy generous benefits and work/life programs. For detailed information on Benefits for this position, click here.
The University of Washington (UW) is proud to be one of the nation's premier educational and research institutions. Our people are the most important asset in our pursuit of achieving excellence in education, research, and community service. Our staff not only enjoys outstanding benefits and professional growth opportunities, but also an environment noted for diversity, community involvement, intellectual excitement, artistic pursuits, and natural beauty.
The Human Resources department's mission is to support UW faculty and staff in successfully meeting the goals of the University by providing high quality and responsive human resources support to foster an exceptional work environment that encourages, nurtures and recognizes the professional development of University employees. The department's vision is to create a premier HR organization whose staff members are dedicated to the goal of working together to provide the highest possible quality of services in carrying out its mission.
The UW Compensation Office is seeking a Campus Compensation Manager to join the team. As a functional unit within HR, the Compensation unit provides compensation and classification expertise to the schools, colleges, and departments of the University of Washington's three campuses in Seattle, Tacoma, and Bothell.
Reporting to the Executive Director of the HR Compensation Office, this professional level position has substantial responsibility for exercising discretion and independent judgment in effecting, executing, and discharging various aspects of the compensation and classification function for UW Human Resources, with an emphasis on classification change projects with university-wide impact.
Serves as internal resource to Executive Director of Compensation and staff for classification projects, matters related to labor contract negotiations, changes to individual represented positions, classifications, payroll earn types, pay tables, etc.
Advise HR leadership team when HR Compensation Director is not available.
This position is the principal compensation and classification analyst and supervises the Compensation Consultants for Health Sciences, the School of Medicine, Upper Campus, Bothell and Tacoma, as well as the Compensation Specialists who maintain the web compensation plan for all classified jobs.
This position functions in a highly complex labor relations environment involving multiple unions.
COMPENSATION OFFICE ADMINISTRATION AND STAFFING
As a member of the Compensation Office management team, supervise a staff of five (three Compensation Consultants and two Compensation Specialists).
Provide leadership and guidance to other Compensation Office staff regarding compensation and classification across the university, including the Seattle, Bothell and Tacoma campuses as well as UW Medicine.
Hold regular one-on-one meetings with all campus Compensation Consultants and Compensation Specialists, providing performance coaching and feedback. Promote a positive team environment. Work with the Executive Director and coordinate with HR Operations (employee relations) staff to address any performance issues.
Seek out training and professional growth opportunities for the campus compensation staff, such as webinars and events sponsored by the College and University Professional Association for HR (CUPA-HR), the Northwest Compensation and Rewards Forum.
Attend HR Management Team Director/Assistant Director/Manager meetings on behalf of the Compensation Office.
Participate in HR and/or University project teams, as needed.
May attend legislative briefings and respond to questions on behalf of Executive Director.
CLASSIFICATION PROJECT MANAGEMENT
Provide leadership and in coordination with the Medical Center Compensation Manager drive to successful completion classification projects such as (1) the Administrative Classification Consolidation Project, which will implement the administrative classification concept agreed on with WFSE and SEIU 925 for their 2017-2019 collective bargaining agreements. This project will reduce over 20 classifications down to one five-level classification family. This must be complete and ready for implementation on July 1, 2018; and (2) the Program Coordinator series review, also agreed to in coalition bargaining, seeking to find, codify and populate more specific subclassifications that can be carved out of the Program Coordinator series, which has over 700 employees in 4 core classifications. This has no specific timeframe, but runs for the 2-year life of the 2017-19 SEIU 925 and WFSE contracts. (3) Statewide IT classification project, which will affect a small number of classified non-union IT staff. This will be implemented effective July 1, 2018, if funding is appropriated in the 2018 legislature session; (4) Other classification projects as needs arise.
WORKDAY STABILIZATION AND DEVELOPMENT
Work with the Executive Director of Compensation and Integrated Service Center (ISC) leadership and staff for the success of the UW's adoption of Workday.
Together with other HR Compensation staff, troubleshoot compensation and classification issues with Workday, at the system and individual employee level.
Seek to become conversant in all the functions of Workday relevant to Compensation and classification, including reporting, job catalog, compensation, human capital management, etc., and look for ways to leverage this new technology to expand the analytical capabilities of the HR Compensation Office to support UW operations as well as organizational change and efficiency across the university.
Serve as a central point of contact for campus compensation activity to update ISC User Guides for the ISC website. Seek to set an example for campus compensation staff in providing strong customer service and a consistent approach for Campus comp use of UW Connect, the work management/work ticket software used by the ISC. Work closely with the HRAIS Workday stabilization project manager, as needed.
SERVE ASSIGNED CLIENT GROUPS
Provide specialized consultation and analysis in the role of Sr. Compensation Consultant for assigned client areas, including all units of central HR.
Review professional staff and classified positions. Conduct desk audit interviews on classified positions as needed. Write denial letters for classified reviews not approved, and defend them as necessary before the union Hearing Examiner (for contract classified jobs) or before Personnel Appeals Board (for classified non-union jobs).
As requested by the HR Consultant and HR Operations unit, actively participate on cross-functional HR teams, such as on reorganizations.
Where University flexibility exists (e.g. for Professional Staff), provide significant contributions in the development of compensation programs and strategies at the University level, college/division level and department and/or team level.
At the time of legislatively approved salary adjustments, develop proposals for implementation of salary adjustments for professional staff and seek approval from appropriate parties. Work with ISC staff and Medical Centers Compensation staff to stage increases for implementation.
CLASSIFIED AND PROFESSIONAL STAFF COMPENSATION SURVEYS
Oversee and provide quality control for survey participation efforts in annual surveys (Milliman Management and Professional, Milliman Puget Sound Regional, Milliman Technology, Milliman Washington State Employers), CUPA (Administrators Survey and Professionals Survey) and custom surveys.
Lead the every-other-year Professional Staff Salary Study, including procurement activity to hire an outside consulting firm.
Lead the every-other-year Classified Staff Salary Salary Study (alternates years with the Pro Staff Study), including procurement activity to hire an outside consulting firm.
Perform other analyst responsibilities such as monitoring/analyzing proposed legislation that would impact UW compensation practices, conducting and responding to salary surveys, evaluating professional staff positions, classifying classified and contract classified positions, developing regular and ad-hoc reports and conducting analysis for assigned University units, etc.
COMPENSATION AND CLASSIFICATION TRAINING
Join other compensation office staff in presenting Compensation: The Basics, a half-day class offered two or three times a year by UW HR Professional and Organizational Development and delivered by Comp Office staff. Develop and conduct compensation and classification related training as needed to further enhance understanding of UW policy, federal and state regulations and creative ideas for administering programs that assist in the recruitment, retention and development of staff that meet unit objectives.
LABOR COSTING AND ANALYSIS
Attend collective bargaining activities, in coordination with Labor Relations staff, as assigned. As requested, assist in creating cost estimates and fiscal impact statements (for classified non-union jobs).
Compile and distribute statistical reports dealing with staff classifications and compensation including salary changes, trends and relationships; and analysis of competitive market conditions.
ASSIST WITH HEALTH CARE SPECIAL PAY REQUESTS and SPECIAL PAY REQUESTS WITH CAMPUS IMPACTS
In consultation with the Medical Centers Compensation Manager, conduct and/or lead preparation and submission of requests to the Office of State Human Resources (OSHR) in Olympia for health care special pay or special pay requests. Medical Centers Compensation typically takes the lead on such requests, but occasionally one will affect non-medical-centers employees. Coordinate outreach to campus departments affected by health care special pay or special pay requests.
Share the results of costing analysis; assist in soliciting confirmation of funding statements from leadership in the School of UW Medicine and Health Sciences Administration, as needed.
Contribute to revisions and updates of master benchmark indexing list as necessary.
Bachelor's degree in Business, Human Resources or similar field and 5 years of related experience.
Strong analytical skills.
Knowledge of job description creation.
Demonstrated understanding of HR principles and practice.
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.
Previous supervisory or lead experience.
PHR or SHRM-CP.
Experience in using salary surveys from Milliman, such as Northwest Management & Professional, Puget Sound Regional, and Northwest Health Care. Milliman steering committee experience is also helpful.
Certified Compensation Professional (CCP).
Strong emphasis on experience in compensation analysis including costing for multiple funding sources in a labor relations environment.
CONDITIONS OF EMPLOYMENT:
Appointment to this position is contingent upon obtaining satisfactory results from a criminal background check.
Work is performed in an office environment. Requires occasional shuttle bus trips to locations on campus and at South Lake Union, driving to remote campus in Bothell and Tacoma.
Work may occasionally require evening or weekend work beyond a 40-hour week.
Application Process: The application process for UW positions may include completion of a variety of online assessments to obtain additional information that will be used in the evaluation process. These assessments may include Work Authorization, Criminal Conviction History, Cover Letter and/or others. Any assessments that you need to complete will appear on your screen as soon as you select Apply to this position. Once you begin an assessment, it must be completed at that time; if you do not complete the assessment you will be prompted to do so the next time you access your My Jobs page. If you select to take it later, it will appear on your "My Jobs" page to take when you are ready. Please note that your application will not be reviewed, and you will not be considered for this position until all required assessments have been completed.
Founded in 1861, the University of Washington is one of the oldest public institutions in the west coast and one of the preeminent research universities in the world. The University of Washington is a multi-campus university comprised of three different campuses: Seattle, Tacoma, and Bothell. The Seattle campus is made up of sixteen schools and colleges that serve students ranging from an undergra...duate level to a doctoral level. The university is home to world-class libraries, arts, music, drama, and sports, as well as the highest quality medical care in Washington State and a world-class academic medical center. The teaching and research of the University’s many professional schools provide undergraduate and graduate students the education necessary toward achieving an excellence that will serve the state, the region, and the nation. As part of a large and diverse community, the University of Washington serves more students than any other institution in the Northwest.