Position Management Consultant / HR Consultant II

The Position Management consultant manages WSSU's programs in job evaluation, position classification, and wage and salary administration. The classification and compensation administrator advises institutional hiring authorities on proper classification and compensation request procedures. The incumbent works with work unit leadership and related office support staff to ensure requests are correctly organized and justified before OFFICIAL SUBMISSION of such requests for classification, reclassification, temporary pay increases, stipends, and bonuses. The incumbent disseminates clear information regarding classification standards and pay structures so that administrative leaders/hiring authorities may understand the basis for and conform their requests with established criteria that support classification decisions, pay determinations, and institutional salary administration practices.

Duties require the exercise of considerable initiative and independent judgment in implementing, interpreting, and applying laws, policies, rules, regulations, and procedures and using personnel theories, principles, and methods.

The incumbent promptly answers classification and compensation inquiries, creates effective business partnerships, and increases employee satisfaction through well-executed classification and compensation programs. In addition, the incumbent develops and provides classification and compensation training. This position also involves determining the FLSA exemption status.

The incumbent will be required to perform the following:

The Position Management consultant analyzes jobs and salaries to evaluate internal equity, external competitiveness, and legal compliance with the University's pay practices. In addition, it conducts market analysis to research trends and compensation initiatives across relevant industries for competitiveness.
Develops and implements compensation training and projects, promptly answers compensation inquiries, creates effective business partnerships, and increases employee satisfaction by administering a well-executed compensation program.

The consultant participates in professional development sessions and seminars to maintain current knowledge and disseminate information as needed/desired. The incumbent is also responsible for developing and conducting specialized training for the university-wide audience (Institutional leadership, deans, department heads, supervisors, and employees) concerning classification and compensation. Topics to include the following areas: career-banding, competency assessments, writing position descriptions, labor market analysis, classification designations for SHRA and EHRA non-faculty positions, and FLSA determinations.

The consultant will demonstrate knowledge of the principles and practices of job evaluation and compensation data to complete classification and compensation actions, as well as knowledge of institutional and system classification and compensation databases. Analyze complex classification and compensation requests and FLSA status problems independently. Work collaboratively with managers, answer questions, and provide appropriate and/or required guidance. Monitor and evaluate the Department's market trends and recommend classification and compensation actions to address such trends. Conduct program reviews and audits of classification and pay actions. Prepare reports and analyses of compensation trends. Develop policies and procedures for measuring program activities. Monitor human resources transactions processed in the state's HRIS to avoid or resolve errors before payroll finalization. Conduct job analysis in a comparison/contrast writing style for complex classifications. Strong analytical skills and critical thinking ability to define and solve complex problems quickly. Documented skill in job evaluation and analysis of compensation and market data related to managing wage and hour-exempt and non-exempt occupations for individual positions to large reorganizations and proven ability to document complicated compensation and job evaluation data to support recommendations and decisions.

This consultative role requires understanding how classification and compensation decisions impact recruitment and selection, performance management, and career development. As such, this position will perform the most complex classification studies and actions and lead department-wide classification projects, Ensuring that classification and pay decisions comply with Office of State Human Resources, UNC System, and other relevant state and federal rules and regulations.

The position assures the efficient and effective operation of the Position Management Process. The incumbent is responsible for developing and providing information to the System Office for classification and compensation areas such as Data Mart, Comp Database, Banner, and WebFOCUS. Creates reports and extracts data as requested/required, must possess a working familiarity with PeopleAdmin (Online Employment System).

Provides clear information on career branding, PeopleAdmin, and BANNER.

Provides timely follow-up to hiring authorities, managers, supervisors, and employees related to the position and pay-related requests and issues requiring policy interpretation.

Prepares information for campus distribution and updates the classification and compensation information on the HR website.

The incumbent must collaborate with HR colleagues on talent acquisition, benefits and leave administration, performance management, employee relations, and training and development.

Albert H Anderson Jr Conference Center, Suite 137

8 am- 5 pm, occasional evening and weekends.

Graduation from a four-year college or university and two years of progressively responsible experience analyzing, interpreting, applying, communicating and promoting HR best practices in the context of organizational goals and objectives; or an equivalent combination of training and experience. Degrees must be from appropriately accredited institutions

Two to five years of experience administering HR programs/services for a work unit in a higher education Human Resources classification/compensation function.
Experience with PeopleAdmin or other HRM systems.
PHR, SPHR, SHRM-CP, or SHRM- SCP certification

No

12 months

Please Note: A criminal background check will be conducted on candidate finalist prior to the offer of employment.

If no applicants apply who meet the required competency and T&E requirements, then management may consider other applicants. Salary would be determined based on competencies, equity, budget, and market considerations.

Resumes will not be accepted in lieu of completing an electronic application. The application must be competed in full detail (including work history) for your qualifications to be considered.

Failure to complete the application completely may result in you not being considered for the vacant position.

Your application for the position will not be complete until you receive an online confirmation number at the end of the process of applying for a position.

Winston Salem State University is an equal opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, gender identity, age, sexual orientation, genetic information, status as an individual with a disability, or status as a protected veteran and National Guard.

If you have general questions about the application process, you may contact Human Resources at OHR@wssu.edu. Individuals with disabilities requiring disability-related accommodation in the application and interview process, please call 336-750-2834