| 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 a functional unit within HR that provides compensation and classification expertise to the operations units of HR and HR clients.
The University of Washington's Compensation Office has an outstanding opportunity for a full time Human Resources Compensation Consultant.
Reporting to the Assistant Director UW Compensation, 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 the UW campus.
Advise clients and/or deliver specific products/services for classified, professional staff and other non-academic UW personnel in the areas of classification, compensation, and in organizational restructuring.
This position functions in a highly complex compensation environment involving multiple unions and various State and Federal regulations.
The University is a highly complex compensation environment involving multiple unions and labor contracts, civil service employees and civil service rules, professional staff, state regulations, federal laws, and academic and health care accreditation requirements. This position must be able to advise clients who may not fully understand the compensation complexities and meet their needs while adhering to the broad array of compensation requirements. This requires understanding a client's needs and desired outcomes and recommending appropriate solutions.
DIMENSIONS AND IMPACT:
This position assists with developing, implementing and analyzing the institution's classification and compensation polices for classified, professional and other non-academic personnel systems which impacts thousands of University employees.
This position advises UW employees and staff at all levels. Advice given to Administrators, Deans, or Directors may facilitate organizational effectiveness and lead to successful departmental reorganizations. Incorrect advice or information may lead to problems that may not be readily apparent and which may take years to resolve. Diplomacy and tact are required in responding to those who request actions that may not be possible or appropriate. Interpreting and applying the Fair Labor Standards Act to determine the overtime status of professional staff positions requires judgment and discretion.
Provide comprehensive compensation support to assigned client areas. Make decisions regarding best course of action for compensation and classification issues, and provide advice and counsel to all levels of employees. Perform the following responsibilities for assigned client areas:
Evaluate new and existing professional staff positions using a point factor job evaluation system, and recommend salary ranges that maintain equitable salary relationships across the University. Review and evaluate jobs on FLSA exemption criteria. Provide advice and counsel on issues pertaining to the Fair Labor Standards Act.
Evaluate existing contract classified and classified non-union positions. Use job specifications, desk audits, and interviews to determine appropriate classification. Interpret contractual language to administer changes to classification/compensation and anticipate possible labor relations issues arising from classification misalignment.
Coordinate reallocations out of a bargaining unit to another union, classified non-union or exemption to a Professional Staff position with Labor Relations. Meet and discuss with HR Labor Relations and labor union representatives as necessary. Act as University expert to defend reallocation determinations if actions are challenged through contract classified grievance or classified non-union appeal processes.
Educate clients on the various components of the UW Compensation system as needed. Work with HR colleagues and clients to develop creative compensation and classification solutions considering the goals of the organization, recruitment and retention issues, staff planning and/or career ladders, recognition of team and individual performance, etc.
Prepare responses to local, state and national salary surveys; organize, analyze and produce specialized reports including costing analysis. Compile and distribute all statistical reports dealing with staff classifications and compensation including salary changes, trends and relationships; and analyze competitive labor market conditions.
Conduct compensation and classification related training to further enhance understanding of UW policy, federal and state regulations, and creative ideas of administering programs that assist in the recruitment, retention and development of staff that meet unit objectives.
As a member of the Compensation team, interact, provide suggestions and implement changes to work processes; assist in the development of plans and the implementation of enhancements to compensation and classification system.
Work collaboratively with other University staff organizations such as Payroll, or Information Systems, for the purpose of implementing mass employee salary adjustments and developing new or enhancing existing classification and compensation systems.
Proactively identify compensation and classification issues and independently resolve them within the framework of the UW Compensation system.
May classify new union-represented and non-represented positions as required. Assist in developing new classification specifications to be proposed to the unions and/or to the Washington State Department of Personnel. Attend allocation appeals as necessary.
May conduct analysis using survey results and make recommendations for proposed Professional and Classified staff salary adjustments; when needed prepare costing analysis for special pay requests for classified staff jobs.
May coordinate special pay requests to DOP for salary and premium pay for classified non-union employees. Such requests would maintain classified non-union equity and alignment with represented classifications, in observance of the UW's commitment to equal treatment of its classified non-union employees.
Perform special projects and other duties as assigned.
Provide work direction, training and assistance on compensation related questions. Share best practices and hold other team members accountable to find mutually beneficial solutions. Facilitate bi-weekly team meetings. Provide functional supervision to professional and support staff as assigned on a project basis.
Bachelor's degree in Human Resources, Business or Public Administration or related field.
Three years of progressively responsible work in Human Resources, to include one year of compensation experience, such as working with job descriptions or classification specifications to evaluate job content, or interpreting and applying the provisions of the FLSA.
Experience with Microsoft Office products (Word, Excel and Access).
Experience working in an environment that requires excellent customer service skills.
Demonstrated excellent writing and oral communications skills.
Demonstrated ability to communicate to all levels of management including sensitive communications to senior leadership using the applicable communication method.
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration. One year of previous experience working with job descriptions, including authoring, editing, or evaluating job content.
Certification as a Professional in Human Resources (PHR).
Certification as a Certified Compensation Professional (CCP).
Experience working with a work force that is unionized.