| Position Summary | The Austin Peay State University (APSU) Human Resources office is seeking to fill a full-time position as a Classification and Compensation Analyst. Reporting to the Assistant Vice President and Chief Human Resources Officer, the Classification and Compensation Analyst will serve as the primary source for the identification of relevant market data and incumbent analyses for daily work as well as larger project efforts. This position will maintain the job description library and compensation salary structure in support of university goals and objectives.
Austin Peay State University is a four-year public, doctoral-level university, with six colleges and four Chairs of Excellence. The University has an enrollment of over 10,000 students and is located in Clarksville, Tennessee, a community of an estimated 180,000 people located approximately 40 miles northwest of Nashville, TN.
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| Primary Duties and Responsibilities | - Serve as the key partner on compensation philosophy, policy guidance and compliance with state and federal regulations. This position monitors the effectiveness of existing compensation practices and structures to optimize hiring and maximize employee retention; provides options and solutions and recommendations to support organizational objectives.
- Evaluate new positions using established methodology and determines classification, grade and level assignment. Creates new job codes and titles for positions and facilitates the development of new and maintenance of existing job descriptions in coordination with department leaders .
- Maintain data on inversion, compression, and equity; formulates recommendations regarding the updating of salary structures, FLSA exemptions, job revisions, and organizational structures as needed.
- Manage requests for reclassification, equity adjustments, in-grade salary adjustments. Reviews and signs off on all pay rate changes and salary adjustments to ensure and validate consistency.
- Work with the benefits department to ensure the monetary value of taxable, non-cash benefits to employees is accurately reflected on end of year tax statements.
- Manage the annual salary increase process working closely with the budget office and all divisions to ensure consistently accurate data, adherence to university policies and availability of funding.
- Participate in salary surveys to obtain current data for job evaluations; compiles, analyzes, and evaluates survey data to ensure continued competitiveness in the marketplace.
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| Knowledge, Skills, and Abilities | - High degree of attention to detail and ability to prioritize work with a structured approach in a fast-paced environment with a commitment to providing exceptional customer service.
- Knowledge of HR programs and services with proficient knowledge of current compensation practices and trends and functional knowledge of benefits in HR preferably.
- Ability to independently research problem areas, facilitate meetings and decision-making processes.
- Communicate effectively both verbally and in writing with people at all levels of the organization. Demonstrative experience with collecting, analyzing, reporting and presenting data.
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| Physical Requirements | - Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects.
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| Required Minimum Qualifications | - Bachelor’s Degree in Human Resources, Business Administration or closely related field and experience related to the above.
- Four years directly related benefits, human resources or payroll work experience providing high-level administrative support for programs or projects may be substituted for the degree.
- In-depth knowledge and advanced skills in Microsoft Excel, including pivot tables, v-lookups, and data sorting/filtering.
- Demonstrated ability to work with minimal supervision, self-directed and detail oriented.
Preferred
· PHR, SHRM-CP or CCP. · Experience with HRIS systems. · Experience in higher education. · Experience with merit/market-based compensation systems.
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