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.
Provides professional leadership and coordination in the development, implementation, and administration of job classification and compensation programs for staff employees across the University. Researches and evaluates organizational needs and market trends, and develops responsive compensation programs, methods, systems, and approaches. Provides integrated advice, leadership, and support to Human Resources Consultants and client constituencies on a wide range of compensation-related issues. Researches strategic compensation issues, develops proposals and recommendations, and actively participates in strategic compensation planning.
Duties and Responsibilities
Provides guidance and training to Human Resources generalists, lower level specialists, and client constituencies on day-to-day compensation issues, policy interpretation, problem resolution, and compliance with university regulations and state and federal law.
Provides integrated advice and consultation to Human Resources Consultants and client constituencies on strategic compensation management, organization and job design, individual compensation/classification concerns, and broader, associated human resources issues.
Consults with client management regarding requests for new or revised job classifications; evaluates need based on organizational or market factors, and creates and situates classifications into the UNM structure as appropriate, assessing appropriate pay grades through the use of job evaluation methodology and market indicators.
Provides leadership to Human Resources Consultants and others in the administration of the job classification/reclassification process; quality controls the process for both existing and newly created positions, performing and/or directly supervising reviews and job audits as appropriate.
Oversees and quality controls the official staff job description database for the University, participating in the planning and design of job description policies, standards, and formats; develops and implements new or revised job descriptions, as appropriate.
Evaluates the effectiveness of the University's compensation practices through internal and external research of performance benchmarks and critical indicators such as turnover statistics, recruitment success studies, equity studies, and salary range variance analyses.
Reviews the University's staff pay plan on regular basis to assess internal equity and competitiveness within the marketplace; develops strategies and recommends adjustments as necessary to support University's strategic plan and objectives.
Oversees the maintenance and integrity of compensation databases and the job description web site; consults with HR systems analysts regarding problems with programming and data integrity, and makes recommendations for system enhancements.
Plans, develops, and coordinates implementation of large-scale job structure and market parity studies; leads and guides the implementation of job restructuring programs and other strategic compensation projects that impact broadly on key operating facets of the University.
Oversees and coordinates the University's Career Ladder program, to ensure consistent compliance with all relevant University policies and procedures; advises and trains Human Resources Consultants and client management on policy, procedure, systems, and best practices, and performs operational reviews and audits.
Assists and collaborates, as appropriate, in the planning, coordination, facilitation, administration, and reporting of the annual salary review program for regular staff employees.
Participates in the development and implementation of unit operating systems and procedures.
Performs miscellaneous job-related duties as assigned.
Minimum Job Requirements
Bachelor's degree; at least 5 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 compensation management principles and practices, as applied to a public sector institution.
Ability to analyze and interpret strategic compensation issues within the broader human resources context, and to provide integrated solutions.
Skill in organizing resources and establishing priorities.
Skill in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.
Skill in analyzing and evaluating job content and writing accurate job descriptions.
Knowledge of organization structure, staffing patterns, and job design.
Strong interpersonal skills and ability to deal effectively in a team environment.
Ability to plan, coordinate, and administer complex administrative systems and processes.
Ability to make administrative and procedural decisions and judgments on sensitive, confidential issues.
Knowledge of job analysis and job evaluation principles, methods, and procedures.
Knowledge and understanding of compensation survey principles, methods, procedures, and techniques.
Ability to devise, design, and implement customized compensation surveys.
Strategic compensation planning skills.
Working knowledge of computerized applications and procedures as applied to compensation management.
Advanced verbal and written communication skills and the ability to present effectively to small and large groups.
Ability to analyze problems and develop creative solutions to complex human resource issues.
Knowledge of career development and career laddering concepts, principles, and processes.
Knowledge of contemporary practices and trends in compensation management within the public sector.
Knowledge of federal and state wage and salary laws and regulations.
Working Conditions and Physical Effort
No or very limited physical effort required.
No or very limited exposure to physical risk.
Work is normally performed in a typical interior/office work environment.
The University of New Mexico provides all training required by OSHA to ensure employee safety.