Develops and implements effective classification and compensation programs to attract, retain, and motivate a highly skilled, diverse workforce. Oversees the administration and evaluation of compensation programs to ensure alignment with the College’s strategic goals and desired results. Ensures the design and administration of the compensation programs is aligned with the strategic practices of the College.

1. Oversees the research, design and planning of college-wide classification, compensation and succession planning activities and programs. Provides counsel to department and College leadership in the development and communication of the College’s compensation philosophy.

2. Develops and evolves a long-term classification and compensation strategy that is aligned with the College’s strategic goals. Collaborates with department leadership in the formulation and implementation of college policies and procedures as they impact compensation programs. Researches and recommends changes to compensation strategies and goals to continue alignment with College’s goals.

3. Oversees all classification, compensation, and position control activities. Provides oversight to the establishment and classification of all College positions and job descriptions in the ATS and HRIS, including but not limited to Salary Tables, Salary Groups, Positions, and Position Budgets.

4. Provides subject matter expertise to department and College leaders in job description creation and modifications, position benchmarking, equity analysis, market analysis and placement in the College’s overall compensation system to ensure support of department needs.

5. Ensures effectiveness, equity, and competitiveness of pay systems and programs. Oversees the administration and communication of appropriate compensation offers for prospective employees and current employees through transfers, promotions, reclassifications, and reorganizations.

6. Oversees the preparation and distribution of the District Board of Trustee compensation/pay schedules, financial impact studies, change recommendations, annual pay notifications letters, and other compensation and classification related correspondence as needed.

7. Ensures guidance for regulatory compliance and effectiveness is included in all compensation programs. Monitors, interprets and communicates related legislative and regulatory changes to leadership.

8. Collaborates with HRIS team to compile, analyze, and validate data required to prepare Federal, state and local level reports. Participates and responds to compensation and classification surveys as appropriate. Conducts periodic audits, which may also include desk-audits when required, of all job-related information for accuracy and consistency.

9. Leads the Compensation team to collaborate with other HR colleagues in meeting all business objectives and assigned project goals for the department. Trains, supervises and evaluates all departmental personnel. Develops the team and creates training objectives and evaluation outcomes aligned with College’s compensation practices, programs and processes.

10. Collaborates with business leaders to lead and provide direction for the compensation function in support of assigned business unit(s). Conducts organizational assessments at the request of department heads and provides recommendations to achieve departmental goals, including reorganizations. Identifies required capabilities and capacities on a short and long-term basis and provides recommendations on position set up and management.

11. Creates and provides training on classification and compensation strategies. Supports the creation and strengthening of relationships through transparent communication of the philosophy and strategies.

12. Provides subject matter expertise (SME) in the implementation and upgrade of HRIS and any other systems that impact positions, compensation or evaluations. Supports other ODHR teams such as Talent Acquisition, Employee Records and Services and Employee Relations by providing SME for concerns or collaborates in crafting responses to employee concerns related to compensation or job placement matters.

13. Oversees responses/responds to compensation questions and requests. Addresses escalated employee issues and concerns. Initiates timely follow-up actions. Ensures the effective delivery of compensation information through multiple communication channels.

14. Performs other related duties as assigned.

Progressive and significant years of total human resources experience with demonstrated specific years in compensation, talent acquisition or related HR field. Demonstrated experience in human resources or compensation consulting to meet business needs and oversight of redesign, implementation and administration of significant compensation or related HR projects.

1. Knowledge of current Federal and State rules, regulations, laws and College policies, procedures and guidelines related to compensation.

2. Knowledge of job evaluation, job classification, and compensation principles and methodologies. Ability to lead the organization through discussions that allow for the equitable handling of ongoing requests for job changes / promotion / adjustments while maintaining consciousness regarding the cost of such change.

3. Ability to effectively collect, analyze, evaluate, prepare, and present compensation related statistical and market-based data.

4. Ability to build effective and influential partnerships with leadership and strong relationship-building skills with all levels of the organization.

5. Strong advisory and influencing skills, ability to build and manage relationships, and set clear expectations with key business partners.

6. Ability to exercise sound judgement, discretion, and professionalism in addressing complex matters.

7. Ability to lead, coach, supervise, and evaluate assigned staff.

8. Knowledge of the principles of human resources management.

9. Excellent communication, presentation and facilitation skills. Advanced skills in Excel, Word, HRIS and reporting tools.

10. Ability to adhere to strict deadlines on a continuing basis and function effectively under heavy workloads during peak periods.

11. Ability to work collaboratively to address and resolve difficult and sensitive situations.

12. Ability to develop and implement action plans to address unique and unusual compensation issues.

13. Ability to analyze, interpret and communicate complex data and information to a wide variety of audiences.

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.