Place of Business:
Join the UNT System Human Resources team as we continue our journey to transform the lives of our students through our partnerships and services to the UNT Fort Worth campus. It’s an exciting time in the UNT System, with many current and new HR initiatives on the horizon.
Plans, develops, and implements new and revised compensation programs, policies, and procedures to align with the company’s goals and competitive practices. Acts as a liaison between administration, legal counsel, and/or third parties with regards to financial matters, ensuring the company’s compensation programs are consistently administered in compliance with internal policies and government regulations.
The University of North Texas System and its component institutions are committed to equal opportunity and comply with all applicable federal and state laws regarding nondiscrimination and affirmative action. The University of North Texas System and its component institutions do not discriminate on the basis of race, color, sex, sexual orientation, gender identity, gender expression, religion, national origin, age, disability, genetic information, or veteran status in its application and admission processes, educational programs and activities, and employment practices.
Consult with client groups, including conducting annual compensation reviews of job levels, benchmarking, updating job descriptions in conjunction with management, performs data analysis and formulates recommendations to ensure competitive, cost-effective and legally
compliant compensation programs and practices.
Identify opportunities for process improvements and introduction of best practices. Conducts market and best practice research to support
compensation decisions and makes program recommendations to ensure competitive pay, retention, and motivation.
Document methodology, assumptions, and decisions on compensation issues to ensure consistency of decisions and coordination with other compensation and human resources colleagues. Ensures an externally competitive and an internally equitable total compensation administration: base, incentives, productivity, quality, extra shifts, extra call, sign-on bonus, relocation allowance, etc.
Leads, manages, coaches, evaluates, and develops a team of professionals to ensure the compensation strategy is implemented effectively and within established budgets. Participate in third party compensation surveys and provides continuous research on peer companies and similar external markets
Assists in developing and operationalizing standards for benchmarking compensation to ensure consistency in methodologies, best practice, and competitiveness. Acts as a liaison between administration, legal counsel, and/or third parties with regards to financial matters impacting compensation.
Responsible for complex analysis, effective administration, and optimal project management of broad reaching initiatives such as the annual performance evaluation and compensation process. Track, report and analyze trends utilizing a system-wide technology. Develop total rewards compensation studies.
Work in partnership with other team members to conduct planned and ad-hoc analyses and data visualizations, complete with insights and recommendations. Pull, organize, clean, and combine structured and unstructured data from various sources. Analyze and report on people metrics on a regular cadence (e.g., weekly, monthly, quarterly, annually), answering descriptive questions as well as making predictions.
Performs other duties as assigned.
Bachelor’s degree in Business Administration, Human Resources or related field.
Five (5) years of experience in Compensation program administration with 2 of those years including supervisory experience.
Experience in People / HR Analytics with a focus on data analysis, data visualization, and data modeling of human resources and talent acquisition data.
Considerable professional-level experience in compensation management and salary administration, human resource management, policy administration, workforce analytics, statistical
analysis, survey design, and workforce planning.
Strong customer service background including translation of requests into requirements and communication of technical information to a non-technical audience.
Comprehensive knowledge of total compensation management theories and practices; compensation design and methodologies; workforce analytics/data; HRIS systems; and salary
Current knowledge of federal/state regulations related to compensation and total rewards, including thorough knowledge of FLSA regulations.”
Strong analytical, organizational, and problem-solving skills
Experience in project management teams
Team-oriented individual with strong leadership ability
Ability to communicate effectively with diverse populations both verbally and in writing.
Strong interpersonal skills and the ability to develop and maintain effective working relationships.
Ability to work independently and collaboratively as part of multiple teams.
Ability to complete tasks with or without a reasonable accommodation.
Ability to promote a diverse and inclusive work environment
Knowledge of safety and security precautions appropriate to work performed.
Ability to work at a computer during work hours.
Knowledge of Microsoft Office applications.
5 years of experience managing Compensation
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