1341 Assistant Director of Human Resources, Compensation and Information Management
TITLE Assistant Director of Human Resources, Compensation and Information Management
CLASSIFICATION NUMBER 1341
IMMEDIATE SUPERVISOR Director of Human Resources
MAJOR ADMINISTRATOR Vice President for Administrative and Information Services
The Assistant Director of Human Resources, Compensation and Information Management administers the job classification and compensation program for the University, develops administrative guidelines, monitors, reviews, and finalizes all job descriptions, audits jobs to determine classification under the Fair Labor Standards Act (FLSA), and performs job analyses and job evaluations of staff positions. The Assistant Director of Human Resources, Compensation and Information Management prepares statistical and analytical reports, conducts and responds to salary surveys, prepares salary survey analyses, and oversees the personnel recordkeeping functions.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree in Human Resource Management, Business Administration or a related field is required.
Experience: At least three years of progressively responsible experience in developing, implementing, and managing a classification and compensation program, preferably in higher education is required. A thorough understanding of compensation concepts and theory and a working knowledge of the Fair Labor Standards Act and other pertinent laws is required. Familiarity with salary analysis is required. Experience as a Human Resources generalist is preferred.
Skills: Strong oral and written communications, effective interpersonal relations, as well as analytical skills are required. Computer literacy is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures that compensation practices are internally equitable and competitive with the market by administering the University's classification and compensation systems, submitting, collecting, and analyzing occupational and salary information, and maintaining, recommending, and/or implementing modifications to the classification and compensation system.
2. Maintains internal salary equity by performing job analysis and job evaluation and assuring that positions and jobs are correctly classified within the University’s internal hierarchy of jobs.
3. Evaluates external salary equity by participating in various salary surveys, analyzing salary survey results, identifying areas of concern, and sharing results with employees and decision-makers.
4. Manages the position classification system by developing administrative instructions, evaluating the nature of jobs in order to determine the classification of jobs for FLSA and Affirmative Action, IPEDS, and other reporting, reviewing job descriptions for compliance with state and federal law and University policy, assisting/advising departments on job description development, and maintaining the archive of official University job descriptions.
5. Evaluates and makes recommendations regarding salary levels and changes to salaries related to personnel actions, such as promotions and employment offers.
6. Manages the annual salary increase implementation and salary notification processes for the Office of Human Resources by supervising the preparation of the Human Resources database to receive new salaries, reviewing error reports, supervising the correction of errors and correcting errors, and assuring that each employee has the correct new salary.
7. Serves as the principal Human Resources Office liaison for compensation by interacting with the University community on compensation issues and serving on committees as appropriate.
9. Supports decision making by writing queries, organizing human resource information into understandable formats, and providing analyses and recommendations.
10. Ensures that both electronic and paper personnel records and associated documents are properly maintained in accordance with laws, policy, and guidelines by supervising clerical staff performing the compilation and maintenance of the University's paper and electronic personnel records.
11. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed by the Director of Human Resources.
12. Contributes to the overall success of the Office of Human Resources by performing other essential duties and responsibilities as assigned.
The Assistant Director of Human Resources, Compensation and Information Management reports to and receives administrative supervision from the Director of Human Resources, functions independently within the guidelines of the University's personnel policies and regulations, exercises considerable judgment and initiative in planning, organizing, and completing assignments, and supervises and coordinates designated professional and clerical employment staff.
OFFICE OF HUMAN RESOURCES
REVISED JULY 2007
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.