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  • Tuesday, August 08, 2017 2:05 PM | Anonymous

    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.

    RESPONSIBILITIES:

    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 sub-classifications 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.

    REQUIREMENTS:

    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.

    DESIRED:

    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.

    For more information and to apply, please visit:

    http://bit.ly/2vKhPul




  • Wednesday, May 03, 2017 10:37 AM | Anonymous

    Overview

    State Human Resources is responsible for statewide human resource policy and direction, and manages the collective bargaining process on behalf of the Governor with union-represented state employees. The Enterprise Classification, Compensation and HR Analytics (ECCHRA) section maintains the statewide HR classification and compensation structures for the state's workforce. ECCHRA provides consultation, training and tools to agencies on best practices; pursues enterprise classification strategies; and conducts all compensation modeling for bargaining. In addition, it provides data metrics, analysis and monitoring on the state workforce and strategic leadership on HR systems.

    There is an immediate opening for a Compensation Advisor. The ideal candidate will have extensive experience as an analyst in the area of compensation and/or classification, performing complex and varied research and analysis to support strategic human resource objectives. This position is an integral part of the compensation and policy team with primary areas of responsibility including compensation consultation, survey management, and customer and stakeholder engagement.

    State HR compensation consultation

    • Provide consultation and expertise to State HR in the design and implementation of the state of Washington’s compensation structures.
    • Prepare comprehensive analysis of market pay practices for varied unionized employee groups to support the collective bargaining process.
    • Participate in advancing new strategic initiatives or offering alternative strategies and recommendations to include development of policies and strategies to support state employers in attracting, retaining, and developing a skilled and engaged workforce.
    • Perform comprehensive research into complex and varied compensation issues throughout the state and present sound recommendations to management; and lead implementation of recommendations as necessary.
    • Offer just-in-time updates related to compensation and market data trends and changes to leadership.
     Survey management
    • Design, conduct, and provide expert-level analysis and produce the bi-annual Marine Employees’ Compensation Survey (including data for approximately eleven [11] separate unions) and serve as an advisor on related compensation issues. Provide expert witness testimony in interest arbitration hearings.
    • Provide consultation and/or design, conduct and analyze other custom surveys, as needed.
    • Develop plans for survey improvements and recommend benchmark/indexing changes, as needed.
    • Track and monitor all ad hoc and planned surveys responded to by State HR. Recommend participation in surveys based on value of the data to the organization. Collaborate with coworkers on responses to ad hoc survey requests. Complete, validate and respond to surveys.

    Engage customers and stakeholders

    • Build relationships with state employers, other public employers and private sector organizations to integrate compensation best practices and industry standards into the state’s compensation strategies.
    • Consult with agency HR Directors and HR staff on compensation-related issues that arise including options, guidance and recommended courses of action.
    • Provide agency customers with updates and guidance on new or emerging issues. Actively participate in team assignments and maintain current understanding of state rules in order to support our customers.
    • Perform complex analysis of the state’s pay practices to determine areas of risk and develop mitigation strategies.
    • Provide consultation and develop consistent practices for application of FLSA rules. Develop training, reference materials, or other tools to build internal and external stakeholder knowledge and promote best practices.
    • Develop and conduct presentations and training regarding compensation practices and rules.

    Required qualifications:

    Bachelor's degree in business, human resources, finance or related field from an accredited college or university and at least five (5) years of professional-level experience in the analysis, design, or administration of compensation structures or programs.
    Professional relevant human resource experience may substitute for the degree on a year-to-year basis.
    A minimum of at least three (3) years of professional applicable experience in the following areas – experience may be concurrent with requirement noted above:
    • Demonstrated analytical and problem solving skills with experience completing complex assignments and reports, clearly identifying issues, and recommending solutions.
    • Advanced experience with the MS Office Suite, and advanced level proficiency in Excel and Access. Demonstrated ability to create formulas and charting using Excel and PowerPoint. Ability and willingness to learn and apply new technology capabilities to analysis work.

    The ideal candidate will also possess one or more of the following desired qualifications:

    • Certified Compensation Professional (CCP) designation and/or specialized training in compensation.
    • One to three years of professional experience analyzing detailed data to develop hypothesis, draw conclusions, and formulate recommendations.
    • One to three years of professional experience related to the use of job evaluation tools.
    • One to three years of project management experience including developing charters and action plans; organizing and obtaining resources; convening, facilitating, and managing cross-organizational teams; and presenting to and obtaining buy-in from senior leaders, customers, and other stakeholders to accomplish work.
    • One to three years of working knowledge of Human Resource Information Systems (HRIS) and payroll systems.

    Core competencies:

    • Consultation and communication skills – The ability to plan and deliver oral and written communications that make an impact and persuade their intended audiences. Actively reaching out to create partnerships and provide professional guidance.
    • Initiative – Seeks opportunities to learn and grow in other areas related to classification and compensation. Identifying what needs to be done and doing it before being asked or before the situation requires it.
    • Analytical thinking – The ability to tackle a problem by using a logical, systematic, sequential approach.
    • Forward thinking – The ability to anticipate the implications and consequences of situations and take appropriate action to be prepared for possible contingencies.
    • Building collaborative relationships – The ability to develop, maintain, and strengthen partnerships with others inside or outside the organization who provide information, assistance, and support.
    • Customer focus – Builds and maintains customer satisfaction with the products and services offered by the organization.
    • Teamwork – As a team member, the ability and desire to work cooperatively with others on a team; as a team leader, the ability to demonstrate interest, skill, and success in getting groups to learn to work together. Maintains awareness of teammates’ work and deliverables and finds ways to actively support and collaborate for successful outcomes, and maintains positive interactions with all teammates (unit, division, agency and external customers/clients).
    • Results orientation – Focuses on the results and desired outcomes of designated areas of responsibility and the work of the section; sets challenging goals and applies effort to achieve or exceed them.
    • Thoroughness – Ensures that one’s own and others’ work and information are complete and accurate; carefully prepares for meetings and presentations; and follows up with others to ensure that agreements and commitments have been fulfilled. Professional, thoroughly researched, credible, accurate and finished products with few, if any, errors.
    • Decisiveness – The ability to make difficult decisions in a timely manner.
    • Accountability and dependability – Takes personal responsibility for the quality and timeliness of work and achieves results with little oversight.
    • Ethics and integrity – Earns others’ trust and respect through consistent honesty and professionalism in all interactions.
    • Stress management – The ability to keep functioning effectively when under pressure and maintain self-control in the face of unpleasant circumstances.
    • Adaptability and flexibility – Adapts to changing business needs, conditions, and work responsibilities. Openness and willingness to adopt different and new ways of doing things. Ability to work on multiple projects simultaneously with competing deadlines and prioritize.

    The Office of Financial Management is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, and ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, and disabled and Vietnam-era veterans are encouraged to apply. Persons needing accommodation in the application process, or who wish to receive this job announcement in an alternative format, may call

    360-725-0158 or the Telecommunications Device for the Deaf: 711 Relay.

    To Apply
  • Tuesday, May 02, 2017 1:32 PM | Anonymous

    Global Compensation Manager

    Role Summary

    The Compensation Manager will contribute to Russell Investments’ success by developing, implementing, managing, and assessing the effectiveness and competitiveness of compensation programs that support Russell Investments’ business and strategic plans.

    The scope of the position includes US programs as well as programs that apply outside the US (primarily Canada, Western Europe, Asia Pacific). The successful candidate will be able to demonstrate an ability to work across the HR organization to maintain a coordinated global approach to compensation.

    The responsibilities of the individual in this position include:

    • Partner with senior management to design, implement and communicate compensation/reward structure, programs, and policies.
    • Conduct a range of analyses involving the impact/effectiveness of current cash and long-term incentive plans, as well as the development and implementation of new programs.
    • Administer base pay, bonus and commission programs, and manage the annual compensation cycle.
    • Assist in the preparation of compensation reports for management and the Board of Directors.
    • Oversee the submission of salary survey data and perform appropriate data analyses to benchmark positions from an internal and external equity perspective.
    • Support monthly and quarterly sales commission processing, mid-year plan changes, and facilitate annual global commission plan review.
    • Assist in the preparation of compensation-related communication pieces such as brochures, incentive plan documentation, policies, and other instructional publications.
    • Directly manage two professional compensation staff.
    • Conduct research on prevalent market compensation practices and help develop alternatives.
    • Build and maintain strong collaborative relationships with internal clients and colleagues within and outside the HR team.
    • Develop external relationships and networks to ensure the company remains competitive and up to date with compensation trends and practices.
    • Partner with HR Business Partners and broader HR team to strategically roll out and communicate policy updates, changes and designs to compensation plans.
    • Develop and maintain compensation calendar with deliverables throughout the calendar year

    The successful candidate will have extensive demonstrable skills and experiences including the following:

    • 7+ years experience in broad-based compensation analysis with a global organization or consulting firm.
    • 2+ years experience managing a compensation program and team.
    • Extensive experience with the use of compensation benchmarking surveys.
    • Knowledge of salary management principles and incentive compensation design fundamentals, including commission plans.
    • Strong MS Excel skills as well as ability to organize materials effectively to build a business case for action.
    • Financial services industry experience is a plus.
    • 4 yr college degree in Business, Finance, or a related field.

    Systems or applications used: MS Office (particularly Excel), Workday, Sharepoint, online compensation survey tools.

    To Apply

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