Director of Classification & Compensation

North Carolina A&T State University

Director of Classification & Compensation

  • Institution: North Carolina A&T State University
  • Location: Greensboro, NC US
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Director of Classification & Compensation

  • North Carolina A&T State University | Greensboro, NC US
  • Hourglass IconJob Post Expiration: February 21, 2023
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Job TitleDirector of Classification & Compensation

Position TypeFull Time

Job Category Executive

Salary Range -

Location Greensboro, NC US

Application Deadline -

Contact Information

Contact Name Academic Career & Executive Search

Department -

Email ncatclassandcomp@acesrch.com

Phone -

Job Description

To apply for this job please visit acesrch.applicantstack.com.

North Carolina A&T State University 

Director of Classification & Compensation

 

Academic Career & Executive Search is pleased to assist North Carolina A&T (NC A&T) State University in its search for Director of Classification & Compensation. 

 

For best consideration, please apply by February 9th.

 

This is an exceptional leadership opportunity in a medium-sized doctoral research university, albeit one that has a dramatically outsized impact on the STEM workforce and other career fields. NC A&T’s very public aspiration to move into the R1 category in the Carnegie Classifications for Higher Education hinges in part on the continued development of the university. NC A&T has been America’s largest HBCU for nine consecutive years and is now larger than any HBCU in history with 13,487 students and over 2,500 faculty and staff.

 

As a preeminent land-grant institution where high-achieving scholars are engaged in transformative teaching and learning, civic outreach, interdisciplinary research and innovative solutions to global challenges, NC A&T strives to compensate its faculty and staff at a level that emphasizes demonstrated competencies, knowledge, skills, and experience linked to business needs and organizational goals; recognizes competency development; and maintains the labor market competitiveness necessary to recruit, retain and develop a competent and diverse work force while ensuring that employees receive equitable treatment for career development opportunities and compensation.

 

The Director of Classification & Compensation serves as a leading subject matter expert who applies human resources best practices in position design, salary administration, and compensation management, in compliance with regulations established by the University of North Carolina System Office (UNC-SO), the North Carolina Office of State Human Resources (OSHR), as well and state and federal laws and best practices to guide managers in restructuring and maintain existing and new positions.

 

About the Position

 

To enhance recruitment and retention efforts by becoming more competitive in the labor market and improve career advancement opportunities, the Director of Classification & Compensation is responsible for the strategic planning, evaluation, communication, implementation, and administration of classification and compensation programs at N.C. A&T and applies in-depth knowledge of position requirements and salary administration for faculty and staff positions defined by UNC-System Office as “EHRA” (exempt from the State Human Resources Act), role descriptions and competency standards for positions defined as “SHRA” (subject to the State Human Resources Act), as well as COSS (County Operations Support Staff).

 

This position reports to the Assistant Vice Chancellor of Talent Management and will be responsible for developing a compensation philosophy for the University and managing all classification, compensation, salary and pay programs across over 2,000 benefited staff employees as well as understanding the impact in these areas for our approximately 2,700 non-benefited employees. This position is also responsible for advising University leadership on a balanced compensation strategy that supports the strategic direction of the University while considering the varying employee groups within the University. The position must partner strategically with other leaders across campus and within the Division of Human Resources to ensure that the delivery of a classification and compensation program is synergistic with HR’s priority of enabling the institution, employee effectiveness, and other workforce strategies.  The Director of Classification & Compensation plans, directs, and reviews the activities and operations of the Classification and Compensation unit, and the federal, state, UNC-SO, and OSHR compliance programs associated with salary administration guidelines and compensation best practices. With managerial oversight of two professional compensation analysts and one specialist, this management role coordinates assigned activities with campus leadership, other HR units, divisions, departments, and outside agencies and provides highly responsible and complex administrative support.

 

The Director of Classification & Compensation is responsible for advising staff in their work planning and organizational development; manage annual, monthly, and quarterly salary reports, respond to major requests for salary actions for senior level employees; data mining and assessment for various major reports; and working with the Talent Solutions, Employee Relations and HRIS teams to resolve non-standard compensation and position management issues.

 

The Division of Human Resources provides comprehensive programs and services to support, attract, and retain high performing faculty and staff at the University, as well as, to develop an interdisciplinary workforce to effectively serve the University in support of its mission. The Classification and Compensation unit is responsible for working with university administrators to establish and maintain fair and equitable classification and salary decisions for the university’s workforce. The unit maintains the integrity of the State of North Carolina’s career banding program, salary administration, and SHRA & EHRA designations, as well as the Department of Labor’s prescribed Fair Labor Standards Act regulations. Classification and Compensation provide services and consultation in the areas of organizational and position design; position review and analysis; consultation on departmental pay philosophies and strategies; compensation analysis; and salary adjustment approvals and monitoring.

 

Additionally, this unit serves as an advocate for the university in its interactions as principal liaison to the NC Office of State Human Resources (OSHR) and UNC System Human Resources. All position creations, updates, salary adjustments, and position review requests require electronic processing for all SHRA, EHRA Non-Faculty, EHRA Faculty and Postdoctoral positions through People Admin.

 

 

Major Duties and Responsibilities

 

Compensation Program Administration –30%

 

  • Provides overall accountability and responsibility for the strategic development and implementation of compensation and executive compensation for the institution.
  • Develops and implements all compensation and classification programs for all university faculty and staff positions.
  • Facilitates the administration of university compensation plans, reviewing compensation policies and practices, and providing consultation to campus managers in standardized job design, establishing appropriate career ladders, and department compensation models.
  • Serves as the senior compensation SME for salary studies and external compensation evaluations. Evaluates the effectiveness of existing policies, guidelines, job architecture and classification, and procedures.
  • Recommends plan revisions as well as new plans which are cost effective and consistent with market trends, best practices, and institutional objectives.
  • Lead through influence necessary changes in organization and culture to achieve an effective compensation strategy.
  • Lead the design, development and implementation of job architecture and classification plans, policies, and procedures.
  • Lead, consults, and conducts reclassification studies, desk audits, salary surveys and trends analysis.
  • Provides senior consultation on employee job design, organizational structure, and function; exercises judgment and discretion in applying University and State guidelines to foster sound policy interpretation. Serves as primary campus contact for the UNC System Office, Committee on University Personnel (CUP)and Board of Governors (BOG) submissions.

Leadership – 25%

 

  • Responsible for overall leadership two professional Classification & Compensation Analysts (HR Consultants) and the potential addition of a new Classification Specialist position. assigned to the C&C Unit. Maintains productive collaborative professional work relationships with clients and responds promptly and accurately to answer questions within policy and procedure guidelines.
  • Serve as a member of the HR leadership team.
  • Work to ensure alignment and delivery of strategic HR and service delivery needs across multiple HR functions, including benefits, HRIS, and talent solutions, and diversity and equity initiatives.
  • Will assist the Associate Vice Chancellor/Chief HR Officer in the development and documentation of policies and procedures and strategic policy administration.
  • Contribute to employee engagement initiatives and inclusive community by building trusting partnerships across campus.
  • Maintain the highest level of confidentiality. Identifies and resolves routine operational issues in classification and compensation as well as participate in strategic planning; proposes a course of action to address issues.
  • Provides professional consulting and analysis services for position classification and compensation actions impacting evolving business needs, vacancies, and existing employees.
  • Functions as classification and compensation point of contact in cases dealing with FLSA, ADA, and employee relations matters.
  • Serves as campus liaison to General Administration for classification and compensation questions.
  • Serves as manager of salary assessments, position management actions, competency profiles, and training on system and policy.
     

Knowledge –HR Program and Organization – 25%

 

  • Provide direction, planning, and requirements to execute the design, implementation, communication, and administration of the university’s compensation policies and programs which support the university’s strategic goals and are administered in compliance with regulations.
  • Serves as primary HR contact and lead for University classification and compensation policy development and classification determinations.
  • Provides strategic HR guidance to management regarding design and effective and consistent application of faculty and staff classification and compensation policies and practices.
  • Applies in-depth knowledge of position requirements for positions defined by UNC-GA as “EHRA” (exempt from the State Human Resources Act) and role descriptions and competency standards for positions defined as “SHRA” (subject to the State Human Resources Act) to requests for position action.
  • Oversees entire scope of UNCSO, BOG, and OSHR submissions, write up, coordination of data, approval process, and meet submission deadlines.
  • Applies extensive knowledge of database systems (NC DataMart, CUPA, etc.) to analyze position and compensation data to contribute to informed compensation decisions.
  • Uses Visio and editing features in Microsoft Word and Adobe to create and revise organizational charts. Collaborate with Human Resources staff and oversee requests for creating and modifying positions through the appropriate HR information system (PeopleAdmin/Banner/DataMart/WebFocus).
  • Provides senior expert consultation on the classification reviews of positions and performs job audits as appropriate.
  • Assists senior leadership, directors, and managers in strategic decisions in developing and maintaining position descriptions and classifications.
  • Conducts wage and salary benchmarking for the University and departments upon request within the labor market to establish competitive rates.
  • Research internal and external data to assist customers in making data driven decisions.
    Aids the HR leadership in facilitating organizational restructuring and changes.
  • Serve as an advisor to the Talent Solutions team and coaches hiring managers on a variety of topics market pay, salary compression, and position management.
  • Develop and deliver training to campus constituents on total rewards, FLSA guidelines and classification. Create and implement manager and employee compensation communication materials and conduct HR training and briefing sessions.

Special Projects & Reporting–20%

 

  • Leads and/or serves on special project teams and committees as assigned by the Vice Chancellor/CHRO and the Assistant Vice Chancellor for Talent Management as needed.
    Gathers information, via interviews, surveys, or other means, to assess the department’s needs as it relates to the analysis of positions.
  • Examples include but are not limited to project implementation and training teams, work groups, and ad hoc University and Division of HR committees.
  • Drafts a variety of written communications and presentations in order to request information, respond to client needs, document and report outcomes. Responds to requests for information from internal departments and external universities by retrieving and scanning files.
  • Evaluates and analyzes internal/external salary data to determine appropriate salary grade assignments, job classifications, and salary assignments.
  • Conduct benchmarking, market, and internal equity analysis. Effectively translate data into actionable insights, strategies, and plans.
  • Produces original queries and reports using knowledge of mathematics, basic statistics, software applications (Excel and Visio), databases (Banner, DataMart), and related tools (WebFocus and People Admin); identifies inconsistent position information (ex: competency levels, org structure, budget and salary, supervisors) and work with HR staff or other stakeholders to develop correction plans. Ensure that all systems and records are accurate and current.

This position will also be responsible for reviewing and analyzing data maintained in the HRIS, applicant tracking system and documentation management system to ensure accuracy and consistency. This position will complete classification and compensation reporting for the department to include, but not limited to, salary surveys, IPEDS and records requests. Additionally, this position will compile total rewards data and develop total rewards statements for annual updates.

 

Required Qualifications

 

  • A bachelor’s degree in a related field and six to ten years of experience in classification and compensation, with at least two years in a supervisory position.

OR

  • A master’s degree in a related field, MBA, MPA and at least two years of progressively responsible experience managing classification and compensation.
  • Proficiency with analytical and statistical tools and programs related to experience in compensation or an equivalent level of education, training, and experience.
  • Advanced spreadsheet proficiency to manipulate, interpret, analyze and present data.
  • Ability to gauge effectiveness of the university’s total rewards program and translate data into solutions to continually improve programs and practices as well as experience supervising and developing engaged team members. Experience working in fast-paced, team-oriented environment with quickly shifting priorities.
  • Knowledge of employment laws and regulations.
  • Demonstrated excellence in communications and strong listening skills. Excellent analytical, organizational, and consultative skills. Strong collaboration, communication, presentation, and interpersonal skills.
  • Ability to maintain discretion and the highest ethical and professional standards while dealing with confidential and sensitive data.
  • Ability to work effectively with a diverse workforce.
  • Excellent customer service skills with the ability to deliver challenging messages in a positive and influential manner.

About North Carolina A&T State University    

 

An 1890 Land Grant University, North Carolina A&T State University enjoys a long-standing national reputation in learning, discovery, and engagement. Achieving nine consecutive years of student enrollment growth, N.C. A&T hosts a student body in excess of 13,000 and approximately over 2,200 employees including over 500 faculty, North Carolina A&T offers undergraduate and graduate degrees through nine colleges and a joint school of nanoscience and nanoengineering. North Carolina A&T State University offers over 100-degree and programs at the bachelor, master’s, and doctoral levels.

 

The University is one of the sixteen constituent institutions of the University of North Carolina (UNC) and is accredited by the Southern Association of Colleges and Schools (SACS). The strategic vision focuses the University on interdisciplinary scholarly activities in a learner-centered environment.

 

North Carolina A&T State University is dedicated to learning, discovery, and community engagement. The University provides a wide range of educational opportunities from bachelor’s to doctoral degrees in both traditional and online environments. With an emphasis on preeminence in STEAM and a commitment to excellence in all its educational, research, and outreach programs, North Carolina A&T fosters a climate of economic competitiveness that prepares students for the global society.

 

About the Location  

 

Offering a 16.1% lower cost of living than the national average, Greensboro a city of 284,000, is a thriving, civic-minded city with something for everyone: shopping, restaurants, Symphony Orchestra, Community Theater, Opera Company, Civic Ballet, galleries, golf courses and many outstanding public and private recreation areas and facilities including more than 90 miles of trails for hiking, biking, and walking. It was voted a Top 10 Green City by Livability.com.

Greensboro is situated in the Piedmont Triad, an area of great natural beauty, diverse industry, cultural arts, and mild temperatures. North Carolina’s mountain resorts are an easy two-hour drive from Greensboro and the beaches of North and South Carolina are three to four hours away. The Research Triangle is about an hour and a half away.

 

More information is available at: http://www.piedmonttriadnc.com/ 

 

To Apply  

 

For best consideration, please apply by February 9th.  

 

To be viewed by the search firm, you must apply directly at:  https://acesrch.applicantstack.com/x/detail/a21esjyitjr2

Please do not email applications.

Applications will be reviewed as they are received and should include a cover letter and curriculum vita. Ideally cover letters should not exceed two pages. All applications are treated confidentially.

Inquiries, referrals, and nominations are treated confidentially:

Inquiries and questions: Please send to ncatclassandcomp@acesrch.com

Nominations and referrals: Please send to nominations@acesrch.com

 

Institution’s EEO Statement 

North Carolina A&T State University is an Equal Opportunity and Affirmative Action Employer. No one who applies or seeks employment will be denied admission to or employment at North Carolina A&T State University on the basis of race, religion, color, national origin, sex, age, disabling condition, veteran status, political affiliation, genetic information or sexual orientation and sexual identity. 

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