Job Bank


Welcome to the Northwest Compensation & Rewards Forum Job Bank!

As a service to our members, we provide complimentary job posting for 30 days.  Please contact our Website/Job Bank administrator: info@nwcompforum.org. 


Please be sure to include company name, location and contact information/how to apply.

Good Luck with your search!!
 

  • Tuesday, May 15, 2018 3:53 PM | Anonymous member (Administrator)

    Human Resources Business Analyst – Redmond (Regular, Full-Time)

    Are you a human resources analyst craving your next adventure?  Do you enjoy diving into the data and coming up with creative innovative solutions? Do you want to be part of a team of skilled, innovative, and energetic human resources professionals, working together to help nurture the culture and support the people?

    GeoEngineers, Inc. is a leading national earth science and technology consulting firm established in 1980 that provides unparalleled client service and innovative engineering solutions.  We are looking for a Senior Human Resources Business Analyst to assist with a variety of HR initiatives and programs.

    Essential Duties and Responsibilities

    As our Human Resources Business Analyst, you will play an active role in our compensation, analytics and organizational development functions as well as other business and HR initiatives in support of the company’s strategic and business goals.

    In this role, you will:

    • Develop and implement company-wide compensation and total reward programs and lead our year-round benchmarking process, including analysis of market data and overall competitiveness.
    • Conduct strategic analysis of workforce data to identify trends and provide actionable recommendations, partnering with key stakeholders to understand business challenges and make insightful data-driven decisions to further our strategic efforts and business initiatives.
    • Create data-based action plans in the areas of recruiting, performance, promotion, learning and development, recognition, retention and succession.
    • Ensure the effective development of programs and tools to drive business and strategic goals; provide feedback on implementation and utilization of tools to ensure flawless execution.

    Qualifications

    • Bachelor's Degree in Human Resources Management, Business Administration or related field.
    • PHR/SHRM-CP or SPHR/SHRM-SCP required.
    • A minimum of five years’ related experience required; 1-2 years of project management experience preferred.
    • Strong business, consultative and analytical skills.
    • Demonstrated ability to analyze data/information and provide strategic recommendations based on findings.
    • Demonstrated ability to build consultative, collaborative relationships with managers and staff at all levels.
    • Ability to utilize excellent written and verbal communication and presentation skills when interacting with employees at all levels within the organization.
    • Ability to anticipate, identify, quantify, and resolve problems in a timely and positive manner.
    • Ability to multi-task and maintain an efficient approach to completing work.
    • Ability to consistently meet deadlines, completing projects as previously defined.
    • Ability to work with integrity, trust and commitment, setting an example for others.
    • Strong working knowledge of MS Office Suite, including high-level Excel reporting skills.

    To learn more about life at GeoEngineers and apply online, please visit our website at http://www.geoengineers.com

    GeoEngineers is an Equal Opportunity Employer that values workplace diversity.

    Apply at https://geoengineers.csod.com/ats/careersite/jobdetails.aspx?site=5&c=geoengineers&id=1046


  • Saturday, May 12, 2018 10:38 AM | Anonymous member (Administrator)

    Aviation Technical Services, Inc. (ATS) is one of the largest North American aircraft maintenance, repair and overhaul companies.Our 1,500 employees have dedicated themselves to providing unmatched quality, service and safety.  We are looking for a Total Rewards Manager with a high level of expertise to join our Human Resources team in Everett, Washington. 

    RESPONSIBILITIES

    • Ensure alignment of incentive and rewards with culture, strategy, and operational imperatives
    • Analyze compensation practices in relation to similar companies in comparable industries or geographic areas, and recommend changes as appropriate to establish and maintain competitive pay rates and ensure equity, including base salary, and bonus plans
    • Conduct job analysis to determine appropriate market pricing; review and approve salary increases and advise management on compensation actions for employees
    • Manage programs such as: variable compensation plans, health insurance, disability insurance, life insurance, employee assistance, and other company plans and programs
    • Develops pay banding tiers at all levels within organization using benchmark data and market analysis in conjunction with the Director of People.
    • Administers compensation programs, including salary structure adjustments, merit and incentive pay and equity programs, designing, implementing communication strategies and ensuring compliance with regulatory guidelines, and other aspects of the compensation program
    • Maintain knowledge of government regulations, benefit program trends, and practices among similar organizations.
    • Administers employee benefit programs, including designing and implementing communication strategies and ensuring compliance with all applicable regulations.
    • Validates all Payroll deductions, and audits all billing from carriers, ensuring accurate adjustments.
    • Audits self-funded plan for medical billing
    • Analyzes, plans, implements, and evaluates a comprehensive employee wellness program, designed to improve employee wellness and safety and address rising medical and workers' compensation costs.
    • Provides education, mentoring and training to HR staff on processes and professional practices within the total rewards process.
    • Arranges brown bag lunches, flu shots and monthly wellness communication.
    • Develops and sustains total rewards communication initiatives
    • Analyzes employee benefit programs, including medical, dental, vision, life and AD&D, disability, leave of absences, global pension and 401K plans. Recommends and implements changes.
    • In Partnership with the Director of People manages our benefits vendor relationships, and benefits contracts.
    • Development of annual total rewards strategy including communication and education for compensation and benefits plans
    • Actively stay engaged in the local HR Benefits community and sustain cutting edge focus on current technology, trends and best practices and leverages this information for our Benefits programs.
    • Manage the annual renewal of benefits and ensure that the renewals process is communicated effectively.

    EDUCATION

    • Bachelor’s in Human Resources, Business or related field or work equivalent
    • S/PHR, CCP and or CEB certifications are a plus

    SKILLS REQUIRED

    • A minimum of 5 years overseeing compensation and benefits programs
    • Outstanding analytical, strategic thinking and problem-solving capabilities
    • Strong project management skills; ability to manage multiple projects/tasks
    • Able to work with highly sensitive and confidential information.
    • Detailed and organized. Able to establish and achieve deadlines
    • Ability to effectively communicate with a variety of audiences
    • Collaborative and customer service-oriented
    • Strong organizational skills, with exceptional follow-through and attention to detail
    • Expert in Excel, HRIS, and Microsoft Office
    • Ability to pass a background and drug test is required

    For more information or to be considered for this opportunity, please contact:

    Chris Englin

    Big Wave Recruiting

    chris@bigwave.com

    206.842.8886


  • Friday, April 20, 2018 1:53 PM | Anonymous member (Administrator)

    Human Resources Business Partner – Redmond (Regular, Full-Time)

    Are you a human resources analyst craving your next adventure?  Do you enjoy diving into the data and coming up with creative innovative solutions? Do you want to be part of a team of skilled, innovative, and energetic human resources professionals, working together to help nurture the culture and support the people?

    GeoEngineers, Inc. is a leading national earth science and technology consulting firm established in 1980 that provides unparalleled client service and innovative engineering solutions.  We are looking for a Senior Human Resources Business Partner to assist with a variety of HR initiatives and programs.

    Essential Duties and Responsibilities

    As our Human Resources Business Partner, you will play an active role in our compensation, analytics, diversity/inclusion, people programs and organizational development functions as well as other business and HR initiatives in support of the company’s strategic and business goals.

    In this role, you will:

    · Develop and implement company-wide compensation and total reward programs and lead our year-round benchmarking process, including analysis of market data and overall competitiveness.

    · Conduct strategic analysis of workforce data to identify trends and provide actionable recommendations, partnering with key stakeholders to understand business challenges and make insightful data-driven decisions relative to furthering our strategic efforts and business initiatives.

    · Based on data obtained, develop action plans in the areas of recruiting, performance, promotion, learning and development, recognition, retention and succession. You’ll also assess employee and manager development needs, making recommendations and partnering in the implementation of solutions.

    · Lead the development and execution of GeoEngineers’ diversity and inclusion strategy, translating best practices into actionable recommendations for managers and staff.

    · Ensure the effective development of programs and tools to drive business and strategic goals; provides feedback on implementation and utilization of tools to ensure flawless execution.

    Qualifications

    • Bachelor's Degree in Human Resources Management, Business Administration or related field.
    • PHR/SHRM-CP or SPHR/SHRM-SCP required.
    • A minimum of five years’ related experience required; 1-2 years of project management experience preferred.
    • Strong business, consultative and analytical skills.
    • Demonstrated ability to analyze data/information and provide strategic recommendations based on findings.
    • Demonstrated ability to build consultative, collaborative relationships with managers and staff at all levels.
    • Ability to utilize excellent written and verbal communication and presentation skills when interacting with employees at all levels within the organization.
    • Ability to anticipate, identify, quantify, and resolve problems in a timely and positive manner.
    • Ability to multi-task and maintain an efficient approach to completing work.
    • Ability to consistently meet deadlines, completing projects as previously defined.
    • Ability to work with integrity, trust and commitment, setting an example for others.
    • Ability to effectively manage large amounts of data and detail while communicating in a concise, efficient and timely manner.
    • Strong working knowledge of MS Office Suite, including high-level Excel reporting skills.

    To learn more about life at GeoEngineers and apply online, please visit our website at http://www.geoengineers.com

     GeoEngineers is an Equal Opportunity Employer that values workplace diversity.

    Apply at https://geoengineers.csod.com/ats/careersite/jobdetails.aspx?site=5&c=geoengineers&id=1046


  • Wednesday, April 04, 2018 4:55 PM | Anonymous member (Administrator)

    PURPOSE:
    Provide leadership and direction to Total Rewards Specialists and  guidance to Total Rewards Consultants as applicable.  Ensure the Port’s benefit programs are administered and managed consistent with Port goals and objectives, benefit plan documents, Port policies and procedures

    ESSENTIAL FUNCTIONS:
    This list is ILLUSTRATIVE ONLY, and is not a comprehensive listing of all functions and duties performed.  Essential duties and responsibilities may include, but are not limited to, the following:

    Total Rewards Program Administration:

    • Direct administration of Port sponsored benefit programs including medical (self-insured and fully insured) and dental plans (self-insured), life and long term disability insurance plans, paid leave plans and flexible spending accounts.  Ensure required documents are current, claims are correctly administered, internal processes support efficient administration of the plans, and that required filings are accurate and timely.
    • Work with the Director to identify and evaluate options for enhancing benefits package in support of the Port’s goal to provide a Total Rewards Package that is better than market and effectively supports retention and attraction of high performing employees.
    • As a member of health care strategy team actively participate in discussions about plan design changes for the Port sponsored health plans, consider longer term changes to health plan offerings, and review financial performance of the health plans.
    • Serve as the Port’s Privacy Officer ensuring that HIPAA requirements are met, that related training is appropriate and current, that appropriate employees receive needed training.
    • Direct work required to maintain accurate employee records in the HRIS system, ensure payments for employees’ benefits are made timely and correctly, and that Port employees receive timely and accurate answers to their questions.
    • Participate in developing communications plans and materials for Port benefits and as the benefits Subject Matter Expert provide accurate content for benefits related total rewards.
    • Direct planning and execution of annual benefits open enrollment activities. Supervise staff to ensure employee enrollment and data changes are entered timely and accurately, and that plan enrollment data is accurately transmitted to vendors.
    • Interpret total rewards policies and procedures for managers and employees. Research claim and vendor issues reported by employees; ensure timely and appropriate resolution.
    • Partner with HR Technology and Payroll staffs to implement changes and updates to the Port’s HRIS system.
    • Manage relationships with vendors including insurance carriers, claims administrators and other plan administrators. Lead procurement processes to select new total reward program vendors and ensure efficient implementation.
    • Provide off boarding guidance and information to employees separating or retiring from employment.
    • Partner with the HR Director, Employee Health and Safety and others as appropriate to ensure effective coordination between health plans and the wellness program.
    • As assigned, participate on project teams related to Total Rewards or HR topics, administer or lead administration of a variety of Total Rewards programs, and provide back up or support to the other Total Rewards Manager or team members.

     

    Leadership and Direction:

    • Ensure direct reports' performance plans are aligned with Port, HR and Total Rewards goals and objectives and are regularly reviewed. Ensure development plans are developed, regularly reviewed and updated to reflect departmental needs and individual goals.
    • Ensure team members' work individually and collaboratively achieve departmental, team and work group goals.
    • Ensure staff respond appropriately and timely to questions and concerns from employees.
    • Monitor processes, seek ways to streamline or improve and ensure updated processes are coordinated with affected work groups.
    • Participate in HR Extended Leadership Team (HR ELT) and partner with HR colleagues to establish and update department strategies, plan and/or execute cross functional activities.
    • Provide direction to other Total Rewards staff as needed on special projects or benefit plans or programs.
    • Assist in developing and monitoring the department expense budget.
    • Back-up HR Director, Total Rewards as necessary.

     

    Labor Relations Support: 

    • Partner with Labor Relations Managers to ensure benefits for union employees are interpreted accurately and administered consistent with collective bargaining agreements. Provide strategic guidance, as requested, to LR Managers when negotiating changes to the benefits offered within a collective bargaining agreement. 
    • Direct work of staff to ensure pay and benefit changes within collective bargaining agreements are coordinated with the Labor Relations, HRIS and Payroll teams and implemented in a timely manner.
    • Ensure benefits specified in collective bargaining agreements, other than Port-sponsored benefits, are appropriately tracked and recorded and premiums or other payments are accurately calculated and submitted timely to union trusts. 
    • Provide support to union trust audits, and review findings for completeness and accuracy. Partner with Labor Relations, Legal and Payroll staff on audit responses.

     

    KNOWLEDGE, SKILLS & ABILITIES:
    In-depth knowledge of employee benefit theories, methodologies, practices. Knowledge of benefit funding mechanisms and alternatives. Strong working knowledge of laws and regulations that affect benefits administration including PPACA, HIPAA, COBRA, FMLA, FCA, ERISA and deferred compensation regulations. Familiarity with State of Washington requirements for self-insured public employers and understanding of health plan administration. Knowledge of HR functions including compensation, employee relations, talent acquisition, organizational development and training, Familiarity with labor relations principles and the collective bargaining process. Knowledge of collective bargaining agreements and processes for administering them. 
     
    Interpersonal skills including written and verbal communication to convey information effectively to employees and others within the organization. Skill needed to perform responsibilities with sensitivity, concern, empathy, tact, diplomacy and professionalism. Effective leadership, coaching and staff management skills.
     
    The ability to work collaboratively as well as independently. The ability to effectively balance the best interest of the organization with the best interest of employees. The ability to effectively and efficiently prioritize and delegate work to team members. Ability to perform work accurately and adhere to deadlines. Flexibility and adapt to changing priorities. Ability to maintain confidentiality of sensitive information.
     
    QUALIFICATIONS:
    Combination of education and experience demonstrative knowledge, skills and abilities equivalent to:

    • Bachelor’s degree in Business, Public Administration, Human Resources, or a related field; and
    • Eight (8) years of experience in Human Resources work with an emphasis in benefits and/or other total rewards functions.

     

    PREFERRED QUALIFICATIONS:

    • Master’s Degree in Business, Public Administration, Human Resources, or a related field;
    • CCP, CBP, CEBS or SPHR certification; and
    • Previous staff leadership experience.

     

    The Port of Seattle is an Equal Opportunity Employer, Affirmative Action Employer and is committed to diversity in the workplace. Minorities, women, veterans and individuals with disabilities are encouraged to apply.

    Location: Seattle, WA. POS Headquarters / Pier 69

    To apply please visit: www.portseattle.org/jobs


  • Monday, March 26, 2018 12:09 PM | Anonymous member (Administrator)

    Position Description:

    The director of compensation and benefits has direct responsibility for administering a comprehensive staff compensation program, benefits program for faculty and staff, the university payroll, and HR information systems. Integrates rewards of work to attract and retain talent in the most cost effective and efficient manner possible, providing analytical, policy and support services university-wide. Activities include compliance with applicable laws and regulations, budgeting, internal reporting, salary administration, survey administration, modeling, developing recommendations, communication and education, and partnering with internal and external colleagues on work related to benefits and staff compensation.

    Responsibilities: 

    Developing and communicating staff compensation programs:

    • Researches, establishes and utilizes compensation methods and sources (e.g., professional organizations, websites) to ensure effective and cost-efficient compensation programs.
    • Plans and implements a strategic communication plan for the staff compensation program; communicates compensation program practices, policies and procedures to individual contributors and leaders.
    • Consults with hiring managers and HR team members to determine starting salaries for new staff members based on the extent and relatedness of the candidate’s education and experience and on internal equity and market considerations; authorizes payroll actions for monetary awards for classification, salary, full-time equivalency (FTE), Fair Labor Standards Act (FLSA) status, and other such changes.
    • Solicits information about jobs from incumbents, supervisors, and department heads; conducts on-site audits of classifications of positions; conducts job evaluations; authorizes changes in classifications and salary ranges; computes the cost impact of such changes.
    • Ensures compliance with the FLSA and other federal and state wage and hour laws and regulations.
    • Assists individual contributors and leaders in writing job descriptions.
    • Oversees the university’s participation in salary and benefits surveys conducted by other organizations (e.g. CUPA-HR, Milliman). Prepares summary reports of survey data, including reports for the Compensation Committee of the Board of Trustees; analyzes survey data; makes necessary alignments to the salary range structure; designs and conducts local, state, and national salary and benefits surveys as needed to determine Puget Sound’s position in relation to relevant labor markets;.

    Developing and communicating faculty and staff benefits programs:

    • Oversees the management of all health and welfare benefits and retirement programs from a strategic and plan design perspective; collaborates with the benefits manager, HRIS analyst, and other HR staff members in the day-to-day administration of the university’s benefits programs, which include 403(b) and 457 retirement plans, group medical, dental, and life insurance plans, disability plans, flexible spending accounts, work/life services, etc.  In collaboration with the benefits manager, evaluates, plans, and administers the university’s benefits programs; analyzes benefits plan design; assesses effectiveness of programs in meeting overall strategic objectives, and oversees the development and implementation of changes and improvements to benefits programs.
    • Oversees the management of the university’s relationship with benefits consultants, vendors of benefits plans, legal and actuarial consultants, recordkeepers, etc.  Directs or oversees (and ensures the quality of) benefits proposals, negotiations with insurance carriers, and administration of contracts or other agreements involving employee benefits.  Writes requests for proposals. Counsels faculty on the early retirement and career transition plan and the post-retirement medical benefits plan. 
    • Ensures that development and implementation of benefits programs, policies and practices are in compliance with ERISA, COBRA, FMLA, OFLA, HIPAA, and other applicable federal and state laws and regulations.  Conducts periodic audits of benefits policies and procedures, plan documents, and summary plan descriptions.  Updates or creates documents as needed. 

    Analyzing and reporting:

    • Supervises and works in partnership with the HRIS Analyst to analyze the systems and reporting needs of constituents; facilitates the implementation of automated systems solutions and reports to meet those needs.

    Payroll:

    • Supervises and works in partnership with the payroll administrator to ensure timely and accurate processing of semi-monthly payroll, quarterly and annual state and federal reporting, and compliance with all local, state, and federal regulations.

    Consulting:

    • Provides direction to individuals and groups within and outside of HR/CES who are engaged in initiating, establishing, and maintaining compensation and benefits programs; assists leaders and individual contributors to address compensation and benefits challenges; provides a broad range of consultative services to leaders and individual contributors regarding compensation policies, procedures, and practices; suggests alternatives for the compensation of individual contributors and leaders; assists leaders in designing and/or implementing improvements to compensation processes. 
    • Assists individual contributors in developing their understanding of the university’s compensation and benefits programs and objectives.
    • Works with HR team to assess data, analyze trends, and identify methods for continuously improving human resources management at the university.

    Ensuring organizational effectiveness:

    • Participates in development, implementation and maintenance of policies, objectives, short-and long-range plans; develops and implements programs to accomplish established goals.
    • Maintains currency in the human resources profession through such professional development activities as reading professional literature; attending professional development education programs, workshops and conferences; and participating in professional associations.
    • Continuously reviews and makes or recommends changes to compensation and benefits policies and procedures.
    • Ensures job openings are properly approved; coordinates with departmental colleagues on requisition processing, budget information, etc.
    • Participates as a team player in keeping daily Human Resources operations running smoothly, serving as support and backup as necessary.
    • Leads and provides direction to other HR staff, to include work allocation, training, problem resolution, etc. 

    Performing other functions:

    • Assists with web resource development. 
    • Engages in lateral planning and collaboration across departments in support of institutional initiatives. 
    • Writes and edits communication materials, correspondence, and reports; develops forms, form letters, manuals, and related resource materials as required; reviews standard letters and forms regularly and implements changes as needed. 
    • Leads individual and group information sessions as needed or requested. 
    • Serves on or leads task forces, committees and project teams as required.
    • Conducts research on such subjects as resources for market compensation data, best practices in compensation and benefits, etc.
    • Maintains historical records, current legislation information, compensation statistics, letters and boiler plate documents, forms, etc.
    • Performs other duties as required.

    Supervisory Responsibilities

    Supervises three full-time staff members, the benefits manager, payroll administrator, and HRIS analyst, as well as temporary and student staff members as needed.

    Budget Responsibilities

    • Collaborates with colleagues in the Office of Finance to develop the university’s benefits budget and prepares benefits budget recommendations for the Budget Task Force. 
    • Provides fringe benefits budget variance reports to the Office of Finance office three times annually,
    • Authorizes and processes purchase orders and invoices for payment for compensation and benefit expenses; maintains budget records; reviews expenses against budget; and prepares budget requests.   
    • Manages the annual budget planning process for staff compensation; prepares models and cost projections of salary proposals; proposes a plan to distribute the pool of funds available for staff salary increases; collaborates with CES colleagues regarding the impact of the salary range structure on student staff rates of pay; oversees the preparation of compensation statements annually for all staff members.

    Knowledge, Skills and Abilities:

    • Ability to see the big picture and manage details; to identify implications and connections
    • Ability to facilitate problem resolution
    • Ability to anticipate opportunities, promote change, and implement strategies
    • Ability to foster confidence and trust
    • Ability to work independently and as a team member
    • Ability to manage confidential information and sensitive situations
    • Ability to learn quickly and continuously
    • Ability to listen and understand with sensitivity, and to respond appropriately
    • Ability to work effectively with a broad range of constituents: staff, faculty, students, and the general public
    • Ability to organize, analyze, prioritize, and problem-solve within a fast-paced office environment with frequent interruptions and minimal supervision 
    • Ability to work and move projects forward with temporary ambiguity 
    • Ability to read, analyze, and interpret professional publications and governmental regulations 
    • Ability to write business correspondence, including policy and procedures 
    • Ability to professionally and effectively present information and respond to questions from groups of leaders and individual contributors
    • Ability to supervise and train staff, including organizing, prioritizing, and scheduling work assignments
    • Skill in examining and refining operations and procedures, formulating policy, and developing and implementing new strategies and procedures
    • Ability to develop, plan, and implement short- and long-range goals
    • Ability to negotiate and manage contractual arrangements
    • Knowledge of compensation and benefits-related laws, regulations, principles, methods, and techniques
    • Knowledge of budgeting, cost estimating, and fiscal management principles and procedures
    • Ability to make administrative/procedural decisions and judgments
    • Ability to provide technical staff development and performance feedback
    • Ability to respectfully work, communicate and provide leadership within a diverse campus community

    Qualifications: 

    • Master’s degree from an accredited college or university in related field and five (5) years’ increasingly responsible, related experience OR Bachelor’s degree and eight (8) years’ increasingly responsible, related experience; undergraduate or graduate course work in human resources management, industrial psychology, statistics, or related field desirable. Equivalent combination of experience and education considered.
    • Certified Compensation Professional (CCP) certification preferred
    • Solid experience managing and mentoring staff
    • Relational database experience; PeopleSoft experience preferred
    • Commitment to liberal arts education and cultural diversity required
    • Demonstrated customer service orientation required
    • Demonstrated knowledge and application of current compensation and benefits strategies and resources
    • Profession-specific knowledge, skills, and abilities
    • Interpersonal and communication skills that foster harmonious relations with constituents
    • Outstanding interpersonal, problem solving, and team building skills
    • Excellent organizational and analytical skills

    Diversity Statement:

    • We acknowledge the richness of commonalities and differences we share as a university community; the intrinsic worth of all who work and study here; that education is enhanced by investigation of and reflection upon multiple perspectives.
    • We aspire to create respect for and appreciation of all persons as a key characteristic of our campus community; to increase the diversity of all parts of our University community through commitment to diversity in our recruitment and retention efforts; to foster a spirit of openness to active engagement among all members of our campus community.
    • We act to achieve an environment that welcomes and supports diversity; to ensure full educational opportunity for all who teach and learn here; to prepare effectively citizen-leaders for a pluralistic world.

    Puget Sound is committed to an environment that welcomes and supports diversity. We seek diversity of identity, thought, perspective, and background in our students, faculty, and staff. To learn more please visit: http://www.pugetsound.edu/about/diversity-at-puget-sound/

    Compensation and Benefits: Decisions about starting salaries are made based on the extent and relatedness of the candidate's education and experience and on internal equity and market considerations.

    This position is exempt from the provisions of the Fair Labor Standards Act.

    Puget Sound offers a generous benefits package. For more information, visit: http://www.pugetsound.edu/about/offices--services/human-resources/overview-of-university-benefit/.

    Application Deadline: Search and selection procedures will be closed when a sufficient number of qualified candidates have been identified.

    Required Documents:

     Applications submitted without the required attachments will not be considered. 

    • Resume
    • Letter of Interest

    All offers of employment are contingent on successful completion of a background inquiry and if applicable for the position, drug screen, physical test and functional assessment.

  • Thursday, March 15, 2018 10:32 AM | Anonymous member (Administrator)

    HR CLASSIFICATION & COMPENSATION CONSULTANT 

    University of Washington Compensation Office

    As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem solving skills and dedication to build stronger minds and a healthier world. 

    UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits and natural beauty. All of which has allowed the UW to be nationally recognized as a “Great College to Work For” for four consecutive years.  

    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. 

    UW Compensation is seeking a qualified Classification & Compensation Consultant 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. 

    Reporting to the Manager – UW Campus 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. 
    RESPONSIBILITIES: 

    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. 

    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. 

    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. 

    Organize, analyze and produce specialized reports including costing analysis. Compile and distribute statistical reports dealing with staff classifications and compensation including salary changes, trends and relationships, and analysis of competitive labor market conditions. Develop and apply knowledge of premium pay and shift differentials for represented jobs. Become knowledgeable about the earn types and payroll procedures for payment of premiums, and how to perform premium pay cost estimates using data from the UW payroll system, data warehouse, and other reports. 

    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. 

    Miscellaneous. 

    Prepare responses to local, state and national salary surveys. 

    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.  Perform special projects and other duties as assigned. 

      

    REQUIREMENTS: 

    • 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. 
    • Proficient in MS Excel, familiar with MS 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. 

    DESIRED: 

    • 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. 

    CONDITIONS OF EMPLOYMENT: 

    Appointment to this position is contingent upon obtaining satisfactory results from a criminal background check.

    For more information and to apply, please visit: http://bit.ly/2GrPrAA

    AA/EOE.

    To request disability accommodation in the application process, call 206-543-6450 (v), 206-543-6452 (tty), 206-685-7264 (fax), or email dso@u.washington.edu.



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