Loyola University Maryland Hiring for Senior Compensation Analyst (remote or hybrid) Job at Baltimore, MD Full Time

Under director of the director compensation and HR operations, provide specialized technical expertise and compensation support for staff and administrator compensation programs. Participate in compensation plan design and implement updated compensation strategies.

Job study and Compensation Analyses:
Conduct job studies, within standard timelines; analyzing responsibilities, required skills and knowledge and abilities. Position jobs appropriately within the compensation structure based on external competitiveness and internal comparisons across the University for a holistic view. Provide mentorship and leadership support to the compensation and HR operations analyst for a team approach to meet the needs of the staff and administrator compensation functional area; this includes job and compensation analyses, compression analyses, implementing university compensation plans and local, state, and federal wage requirement updates, and special projects. Approve job studies conducted by the compensation/HR operations analyst and escalating unusual situations to the director. Develop, manage and adhere to University titling criteria, escalating unusual situations to the director. Collaborate with University and HR colleagues, ensuring we have accurate job documentation and equity of position placement within the ranges.

Compile salary surveys and conduct demographic and equity studies. Lead projects on periodic external compensation studies, compensation system upgrades, and holistic job description review projects. Responsible for managing the job description inventory and appropriate position control and position budgeting. Create and maintain job families and career path opportunities. Lead salary compression projects and annual salary and job review projects. Manage and track bonus and stipend pay ensuring in line with policies and procedures. Implement new programs as they become available. Lead the merit pay cycle and collaborate with the director on compensation related communications as appropriate.

Examine systems, policies, and processes, and identify gaps, making recommendations and implementing enhancements to polices, program design, job and pay evaluation systems, and overall effective processes. Document updated procedures. Maintain compensation systems and interfaces as needed; generate reports, and participate in compensation system design, development, platform dashboards, testing. Compile complex data and summarize it for presentations for management to make decisions on project plans, including identifying potential cost impact when necessary.

Serve as a subject matter expert and mentor to the compensation analyst, HR colleagues, and the University community for compensation related actions and education on compensation programs. This person will lead compensation system training for the compensation analyst, HR Partners and other HR leaders. Provide education and training to end users on job description builders and develop and maintain self-service for job description builders and other supervisory system responsibilities.