Asst Dir, Compensation

About this Position Posting Detail Information Position Number SE1763.
00000 Position Title Asst Dir, Compensation Job Type Staff FT/PT Full-Time Employee Class Description Staff exempt General Position Description Engages with the Compensation department and ODHR leadership team to develop compensation initiatives and strategies in support of the College’s comprehensive strategic plan.
Provides co-leadership for the planning, development and oversight of the technical and administrative activities of the department.
Partners with leadership to create and communicate Compensation programs and recommends new processes or improvements to current processes to enhance efficacy of such programs.
Flexible Work Arrangement Grade 1624 Exemption Status Exempt Posting Number S2082P HOME CAMPUS Orlando, FL 32835 - District Office If multiple locations, what are the other locations: Orlando, FL 32835 - District Office Proposed Work Schedule (Please note hours subject to change based on business needs) 8am to 5pm Monday to Friday This position operates in a primarily remote environment Number of Vacancies 1 Posting Start Date 09/25/2023 Posting End Date Open Until Filled Yes Quicklink for Posting https://valenciacollege.
peopleadmin.
com/postings/32813 Posting Detail Information Temporary Position (Temp or Grant Funded) Details Salary Range $48,676 to $69,364 Per Year Essential Job Functions Description of Job Function 1.
Collaborates with ODHR leadership in the research, design and planning of college-wide compensation strategies and philosophy.
Engages in review and update of all compensation activities such as job descriptions, salary reviews, offers etc.
through an equity-minded lens.
Description of Job Function 2.
Manages all classification, compensation, and position control activities.
Collaborates with HRISA team and department leadership to establish and maintain all College positions and job descriptions in the ATS and HRIS, including but not limited to Salary Tables, Salary Groups, Positions, and Position Budgets.
Description of Job Function 3.
In collaboration with the department leaders, provides leadership for the Compensation team to collaborate with other ODHR colleagues in meeting all business objectives and assigned project goals for the department.
Trains, supervises and evaluates all assigned departmental personnel.
Represents the department leadership as a subject matter expert in appropriate meetings and forums.
Description of Job Function 4.
Acts as a subject manner expert in all technical aspects related to Compensation in the ATS and HRIS.
Audits existing system practices and data on an on-going basis, identifies inaccuracies/system inefficiencies and recommends potential solutions.
Tests new processes for implementation and collaborates with HRISA team and leadership to implement recommendations.
Description of Job Function 5.
Manages the annual salary planning process and evaluates steps involved to ensure process and data accuracy.
Creates annual documentation, updates the salary planning procedures as needed and trains all department personnel on both HRIS and internal controls associated with such procedures.
Description of Job Function 6.
Creates salary projections and analytics for a variety of employee groups.
Creates ad hoc and pre-established reports and provides data and analytics to inform decision making for senior leadership.
Makes recommendations on report creation and tracking for compensation modules in the HRIS and ATS.
Description of Job Function 7.
Evaluates and manages the full-cycle job description process.
Creates new job descriptions and reviews requests for modifications for promotions and reorganizations.
Consults with hiring managers and supervisors via interactive and iterative discussions on job descriptions and makes appropriate recommendations to leadership and hiring managers.
Description of Job Function 8.
Collaborates with leadership and hiring managers to identify departmental staffing needs and makes recommendations on creating new job descriptions or modifications to existing descriptions to support such needs Description of Job Function 9.
Develops, communicates and executes compensation strategies at all organizational levels and provides consultation to hiring managers regarding equitable salary offers and placements of current employees and new recruits.
Description of Job Function 10.
Conducts internal equity and external market competiveness reviews of programs to ensure the college is attracting and retaining top talent.
Uses published or conducts ad hoc surveys to obtain and analyze market pay rates.
Prepares reports on findings and handles administrative steps to formalize pay/pay grade recommendations.
Description of Job Function 11.
Serves as a first line of leadership for articulating and implementing compensation practices aligned with the College’s compensation philosophy and equity minded pay practices.
Acts as a consultant to managers and colleagues with questions and/or concerns regarding compliance with policies, procedures, and processes related to compensation and pay practices.
Description of Job Function 12.
Partners with the Finance team members on an on-going basis for position control and data tracking and management.
Collaborates with Payroll on special system calculations for payroll processing related to compensation transactions such as interim placements, stipend calculations, retroactive payments etc.
Partners with the Budget team regarding annual salary planning and increases, staff projections, and position budget allocation.
Description of Job Function 13.
Performs other duties as assigned.
Qualifications Drivers License Requirement Drivers License Requirement Not Applicable Required Qualifications Required Minimum Education Bachelor’s Degree from a regionally accredited institution, or any equivalent combination of related education, training, and/or experience which provides the required knowledge, skills, and abilities to perform the essential functions.
Required Field of Study Human resources, finance, accounting, business administration, or related field or equivalent combination of education and relevant work experience.
Other Required Qualifications Two (2) years of progressively responsible experience in compensation, HR operations, or related field to include advanced data analysis and reporting in Excel, Human Resources Information Systems.
Required License/Certification Preferred Qualifications Preferred Education & Field of Study Preferred Type of Experience Progressively responsible lead experience.
Working in Education institution.
Preferred Licenses/Certification Knowledge, Skills and Abilities Knowledge, Skills and Abilities Knowledge of the principles and practices of the human resource function and related laws.
Knowledge of compensation administration methods, practices and techniques as well as an in depth knowledge of analysis and reporting techniques.
Ability to effectively collect, analyze, evaluate and prepare compensation related statistical and market based data.
Ability to effectively communicate interpersonally, orally and in writing with employees at all levels of the organization.
Ability to make effective decisions and recommendations based on compensation policy and practices and when appropriate, to elevate decisions to supervisor.
Strong consulting, advisory and influencing skills, ability to build and manage relationships, and set clear expectations with key business partners.
Excellent research and quantitative business skills.
Ability to adhere to strict deadlines on a continuing basis and function effectively under heavy workloads during peak periods.
Ability to work collaboratively to address and resolve difficult and sensitive situations.
Ability to develop and implement action plans to address unique and unusual compensation issues.
Advanced skill in the use of Excel, including but not limited to pivot tables, v-lookups, and formula creation.
Skill in the use of personal computers and general office software, including database programs and advanced spreadsheets applications.
Ability to handle multiple priorities and confidential assignments, organize work, and function independently.
Demonstrated ability to promote and maintain effective working relationships.
Demonstrated ability to take initiative and to work with minimal supervision.
Working Conditions General Working Conditions This job primarily operates in a professional office environment.
The employee will routinely operate standard office equipment including but not limited to computers, keyboards, mouse, phones, photocopiers, printers, scanners, filing cabinets and fax machines.
While performing the duties of this job, the noise level in the work environment is usually quiet to moderate.
Typical physical competencies include but are not limited to frequently remaining stationary, moving, reaching, positioning self and occasionally ascending/descending, lifting/moving objects weighing between 5-15 pounds.
This job also entails frequently communicating, discerning and exchanging information, detecting and perceiving objects up close, at a distance, and the ability to adjust focus.
Cognitive abilities include but are not limited to frequently using discretion, judgment, reasoning, memory, learning, maintaining confidentiality, comprehension, problem solving, and decision-making.
The typical work environment, physical and cognitive demands listed above are representative of those that must be met by an employee to successfully perform the essential functions of this job.
The College has a process to identify and make available reasonable accommodations to enable individuals with disabilities to perform the essential functions.
Job specific working conditions This position has a reasonably medium to high access to protected health information and is required to participate in training relative to the handling of protected health information.
This position has a reasonably medium to high access to other privileged and private College information and regarded to a higher level of confidentiality.