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The Highlights:
Provides compensation analysis, support, and guidance to assigned areas of the University. Conducts job evaluation and market-pricing of positions to ensure external competitiveness and internal equity. Provides counsel on competitive salary offers, ad-hoc pay changes and other requests, ensuring recommendations are within university guidelines and federal and local laws. Participates in salary survey submissions. Reviews and approves various transactions and requests in Oracle Cloud. Works pro-actively with assigned areas on data integrity and requests and troubleshoots any problems that arise. Participates in annual merit cycle and works on ad-hoc compensation projects. What You'll Do:
- Conducts base pay management and administration for assigned areas. Evaluates jobs and recommends salary grades for positions, ensuring internal equity and external competitiveness. Conducts market analysis using automated salary tools and surveys. Assists managers with job description development and refinement. Educates managers and others on recommendations and rationale. Provides counsel on competitive salary offers, ad-hoc salary increases/decreases and issues relating to Fair Labor Standards Act (FLSA). Ensures recommendations are in line with budget, federal and state regulations and the university's strategy and overall goals.
- Works on ad-hoc analyses, consulting, and compensation projects. Projects include annual merit/salary planning, pay equity analysis, enhancements to the university compensation structure, and others. May conduct research and recommendations on compensation trends and programs and assist with executive compensation.
- Review and approves individual payment requests in the HRIS system for staff employees, including award payments, stipends, and others. Ensures payment meet university guidelines. Troubleshoots issues as they arise.
- Works pro-actively with assigned areas to ensure data integrity in the HRIS system, including position data requests and setup, salary grades, FLSA status, and others. Troubleshoots issues with data integrity and partners with various individuals in the colleges, HR, Finance, and Payroll to resolve issues.
- Participates in a variety of salary surveys and follows-up on any data integrity issues. Partners with consultants from third-party firms. Works in Payscale compensation software on market analysis and salary survey submission.
- Partners with IS to leverage technology and implement automated and enhanced solutions for improved administration of critical compensation processes. Helps to analyze solutions and serves on a team that tests enhancements and upgrades. Makes recommendations for process improvements and enhancements.
What You'll Need:
- Bachelor's Degree required.
- Minimum of 3 years of compensation or related HR experience.
- Certified Compensation Professional (CCP) or courses taken towards certification a plus.
- Strong analytical skills
- Experience with MS Office, especially Excel
- Excellent interpersonal skills and ability to build relationships with university contacts
- Excellent consultative skills
- Ability to conduct complex reporting and analysis
- Ability to present/communicate findings to various levels of constituents in clear, concise and accurate manner
- Prior experience with enterprise Human Capital Management system such as Oracle or Workday a plus
Perks:
- Working for a stable and well-known University that values diversity and inclusion.
- Top choice medical, dental, and vision benefits.
- Retirement plan matching contribution of 10%.
- Tuition waivers for employees and dependents.
- Generous paid time off, sick time, holidays, floating holidays, and more!
- Full-Time Benefits
The anticipated hiring range for this position is: $64,462.00 to $83,000.00. The salary range provided in this posting reflects what we reasonably expect to pay for this position. Actual compensation offered or earned is dependent on experience, education and other factors including departmental budget.
For consideration, please include a resume and cover letter. Diversity and Inclusion Statement:
Guided by an ethic of Vincentian personalism and professionalism, DePaul compassionately upholds the dignity of all members of its diverse, multi-faith, and inclusive community. We seek to hire collaborative, open-minded, and dedicated professionals who are committed to advancing our university mission to making education accessible to all, with special attention to including underserved and underrepresented communities. Successful candidates thrive in an environment where ideas and perspectives representing a wide variety of cultures, backgrounds and experiences are welcome and supported. Required Background Check:
Employment at DePaul University is contingent on passing a background check. Only final candidates who are extended an offer of employment will undergo a background check. Mandated Reporting of Child Abuse & Neglect:
Upon accepting an offer of employment with the university, you will also be required to sign an Acknowledgement of Mandated Reporter Status at the time of hire. A mandated reporter is required to make a report to the Illinois DCFS Hotline whenever there is reasonable cause to believe that a child known to them in their professional or official capacity may be abused or neglected. For more information, please visit the following pages: Illinois Department of Children & Family Services (DCFS)
Illinois Abused and Neglected Child Reporting Act
DePaul University is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, ethnicity, religion, sex, sexual orientation, gender identity, national origin, age, marital status, physical or mental disability, protected veteran status, genetic information or any other legally protected status, in accordance with applicable federal, state and local EEO laws. 
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DePaul University
paid time off, sick time, retirement plan
Dec 25, 2024