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Position Classification Description

Position Class Code / Title: D7045 / Mgr,HR Compensation
Recruitment Tier: Tier 1
FLSA: Exempt
Grade: 16

This is a description of a Staff Position Classification. It is not an announcement of a position opening. To view descriptions of current openings, please go to UNMJobs and Search Postings to view positions that are currently accepting applications.

The following statements are intended to describe, in broad terms, the general functions and responsibility levels characteristic of positions assigned to this classification. They should not be viewed as an exhaustive list of the specific duties and prerequisites applicable to individual positions that have been so classified.


Manages and oversees all strategic compensation functions related to the University's staff employees, ensuring that all services and programs support the University's mission, values, and objectives, and that they remain compliant with all relevant laws, regulations, and quality standards. Establishes and promotes effective compensation policies and processes for all University staff. Oversees the introduction or modification of staff compensation initiatives that are responsive to both immediate client needs and the long-term best interests of the institution.

Duties and Responsibilities

  1. Provides direction and leadership to Human Resources consultants and representatives, and the University community in the implementation of staff compensation policies, strategies, programs, and practices.
  2. Develops and promotes institutional compensation philosophies, strategies, and methodologies with respect to staff employee compensation, ensuring consistency with the University's overall mission, goals, and strategic plans.
  3. Provides direction and leadership in the development and modification of institutional compensation policies, guidelines, strategies, and processes for staff employees.
  4. Establishes effective performance benchmarks and metrics to measure program success; revises processes and procedures to reflect contemporary approaches to human resource management while improving program effectiveness.
  5. Reviews individual staff compensation practices across all campus units to ensure compliance with University policies, Federal and State regulations, and best practices.
  6. Manages and coordinates all day-to-day activities of Compensation Department, to include staffing and hiring, training and development, work allocation and prioritization, performance evaluation, and performance management of departmental staff.
  7. Coordinates the activities, data, any other items as identified to support the achievement and maintenance of health care accreditations, recognitions and protocols
  8. Coordinates and provides strategic leadership in the design, development, and implementation of major organizational classification/compensation studies with broad impact, ensuring that these studies effectively support the overall class/comp objectives and plans of the institution.
  9. Researches and analyzes competitive compensation practices in the job market; contributes to established compensation surveys and/or develops and implements custom surveys as appropriate.
  10. Provides leadership to Human Resources generalists and University management on high-impact compensation issues; provides expert, strategic guidance regarding compensation practices, policy interpretation, and problem resolution.
  11. Performs miscellaneous job-related duties as assigned.

Minimum Job Requirements

  • Bachelor's degree; at least 7 years of experience directly related to the duties and responsibilities specified.
  • Completed degree(s) from an accredited institution that are above the minimum education requirement may be substituted for experience on a year for year basis.

Knowledge, Skills and Abilities Required

  • Advanced knowledge of human resources management as applied to a major, research-intensive higher educational institution.
  • Strategic planning skills, and ability to apply strategic concepts in the development of successful Human Resource solutions.
  • Advanced analytical, evaluative, and objective critical thinking skills and the ability to effectively summarize and present information.
  • Strong working knowledge of MS Excel and Word software.
  • Strong spread sheeting, data management, and reporting skills.
  • In-depth knowledge and understanding of all State and Federal laws and regulations applicable to area of oversight.
  • Working knowledge of integrated enterprise resource planning systems.
  • Program planning, development, implementation, and leadership skills.
  • Skill in examining and evaluating operations and developing and/or re-engineering operating strategies, systems, and procedures.
  • Excellent written, oral, and electronic communication skills.
  • Employee development and performance management skills.
  • Ability to supervise and train employees, to include organizing, prioritizing, and scheduling work assignments.

Conditions of Employment

  • Specialty licensure/certification may be required, as specified by the department.

Working Conditions and Physical Effort

  • Work is normally performed in a typical interior/office work environment.
  • No or very limited physical effort required.
  • No or very limited exposure to physical risk.

The University of New Mexico provides all training required by OSHA to ensure employee safety.

Revised Date: 05/04/2017