Compensation Specialist II
Southern Methodist University Inc

Description

Salary Range:

Salary commensurate with experience and qualifications

About SMU

SMU's more than 12,000 diverse, high-achieving students come from all 50 states and over 80 countries to take advantage of the University's small classes, meaningful research opportunities, leadership development, community service, international study and innovative programs.

SMU serves approximately 7,000 undergraduates and 5,000 graduate students through eight degree-granting schools: Dedman College of Humanities and Sciences, Cox School of Business, Lyle School of Engineering, Meadows School of the Arts, Simmons School of Education and Human Development, Dedman School of Law, Perkins School of Theology and Moody School of Graduate and Advanced Studies.

SMU is data driven, and its powerful supercomputing ecosystem - paired with entrepreneurial drive - creates an unrivaled environment for the University to deliver research excellence.

Now in its second century of achievement, SMU is recognized for the ways it supports students, faculty and alumni as they become ethical, enterprising leaders in their professions and communities. SMU's relationship with Dallas - the dynamic center of one of the nation's fastest-growing regions - offers unique learning, research, social and career opportunities that provide a launch pad for global impact.

SMU is nonsectarian in its teaching and committed to academic freedom and open inquiry.

About the Position:

This role is an on-campus, in-person position.

The Compensation Specialist II administers, assesses, and implements SMU's compensation programs to ensure they are competitive and aligned with compensation and university objectives. This role also oversees and maintains the integrity of SMU's job classification/job architecture framework and compensation structure. This role also provides compensation expertise and consultation to campus constituencies to support best practices involving interpretation and application of federal and state wage and salary laws and regulations, as well as SMU's compensation practices.

Essential Functions:

• Administer, assess, and implement SMU's compensation programs. Oversee and maintain the integrity of SMU's job classification framework and compensation structure (e.g. job titles, job codes, pay grades, etc.). Update and maintain pay structures, grades, compensation guidelines. Administer and oversee position management within HRIS system. Perform job analysis & job evaluation, including review of organizational structure, to determine position classification, job level, pay grade, and FLSA status. Review, evaluate, & approve compensation/classification change requests. Communicate recommendations and outcomes to HR Business Partner and/or department. Update & maintain electronic job description records. Review & approve job requisitions.
  
• Conduct compensation analysis, including job pricing, benchmarking, and market research to determine the internal and external value of jobs. Participate in compensation surveys, conduct research and analysis on market competitiveness, pay equity, and compensation trends. Prepare and analyze survey data. Manage SMU's biannual compensation market study and serve as liaison with the consultant. Audit pay practices to ensure compliance with federal and state wage and salary laws and regulations. Make recommendations to adjust salary structure in response to market data and SMU needs.
  
• Provide compensation expertise and consultation to campus constituencies to support best practices involving interpretation and application of regulations and SMU's compensation practices. Advise managers and HR Business Partners on classification and compensation matters and on making effective pay decisions within guidelines. Oversee and manage career paths for employees to assist managers in designing effective development opportunities.
  
• Manage annual merit process, including compiling information, documents, and sending communication. Collaborate with Office of Budget, Financial Business Managers, HR Business Analyst, and HR team members to ensure data and documents are properly collected and processed.
  
• Perform special projects, ad hoc market analysis, and prepare data reports as requested. Monitor and maintain compensation-related data integrity analysis, identify issues, and provide recommendations to correct. Continuously review processes and identify methods to improve the workflow and timeliness. Recommend and create compensation practices procedures as needed or when appropriate.
  

Qualifications

Education and Experience:

A Bachelor's degree is required.

A minimum of three years of work experience in job analysis, job evaluation, or other related human resource experience, to include demonstrated experience in database and spreadsheet tools, is required. Experience creating and/or managing career paths for employees is desirable.

Knowledge, Skills and Abilities:

Candidate must demonstrate strong interpersonal and verbal communication skills, with the ability to communicate effectively and develop relationships with a wide range of constituencies. Must also demonstrate strong written communication skills. A strong customer service orientation and the ability to handle confidential information with professionalism are essential.

Candidate must have strong problem-solving and analytical skills, with the ability to devise solutions and approach issues with a solution-oriented stance. Must also have the ability to work cooperatively with others and independently, demonstrating a high degree of initiative.

Candidate must have strong organizational, planning, and time-management skills with the ability to manage multiple requests, prioritize appropriately, and evaluate competing needs. A strong focus on attention to detail is essential.

Candidate must demonstrate knowledge of and ability to perform compensation data analysis, as well as apply basic statistical interpretation. Must also have a broad understanding of compensation techniques, methods, and practices. The ability to work with numerical calculations and organize data in meaningful ways is essential. Relevant experience in analyzing HR data and creating metrics is strongly preferred.

Candidate must have intermediate to advanced proficiency in Microsoft Excel, including use of Vlookup function. Must also have a strong working knowledge of Microsoft Office Suite (e.g.Word and Outlook). Experience with an HRIS system is required, knowledge of HCM PeopleSoft is preferred. Experience with CompAnalyst salary platform or similar salary survey platform, desired. A working knowledge of Adobe Acrobat is preferred.

Candidate must have strong knowledge of federal and state wage and salary laws and regulations.

Physical and Environmental Demands:

• Sit for long periods of time

Deadline to Apply:

November 27, 2024.

Priority consideration may be given to submissions received by November 15, 2024.

EEO Statement:

SMU will not discriminate in any program or activity on the basis of race, color, religion, national origin, sex, age, disability, genetic information, veteran status, sexual orientation, or gender identity and expression. The Executive Director for Access and Equity/Title IX Coordinator is designated to handle inquiries regarding nondiscrimination policies and may be reached at the Perkins Administration Building, Room 204, 6425 Boaz Lane, Dallas, TX 75205, 214-768-3601, accessequity@smu.edu.

Benefits:

SMU offers staff a broad, competitive array of health and related benefits. In addition to traditional benefits such as health, dental, and vision plans, SMU offers a wide range of wellness programs to help attract, support, and retain our employees whose work continues to make SMU an outstanding education and research institution.

SMU is committed to providing an array of retirement programs that benefit and protect you and your family throughout your working years at SMU and, if you meet SMU's retirement eligibility criteria, during your retirement years after you leave SMU.

The value of learning at SMU isn't just about preparing our students for the future. Employees have access to a wide variety of professional and personal development opportunities, including tuition benefits.

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