Description: Job Summary
Reporting to the Vice President of University Personnel and Chief Human Resources Officer, the Compensation Manager leads the development, implementation, and administration of compensation programs, policies, and procedures for all employees including staff, student employees, faculty, and administrators.
The Compensation Manager is responsible for defining the strategic direction for the university’s compensation systems and implementation and is a strategic partner with university leadership to support their success in attracting and retaining diverse talent in a dynamic and changing employment environment. The Compensation Manager is a strong advocate for diversity, equity, and inclusion and utilizes a DEI lens in all aspects of compensation design and administration.
The Compensation Manager runs common compensation functions, including survey participation, job evaluation and classification, salary structure development, salary equity studies and implementation, incentive plan design, pay program administration, and other associated initiatives. The Compensation Manager recommends structures and strategies for pay programs that are that base pay, incentive pay, and other pay programs remain competitive and conform to current compensation strategy. The Compensation Manager designs and audits data collection and analysis processes for market, pay equity, and other compensation studies. Department Summary
The division of University Personnel is responsible for providing strategic leadership to advance a wide variety of mission-critical human resource and academic personnel responsibilities and initiatives with broad campus impact. University Personnel includes Human Resources, Academic Personnel and the Civil Rights and Compliance Offices that partners with all campus divisions on initiatives and strategic directions that support the employee talent cycle including talent acquisition, talent development and workforce planning, as well as with the vision, innovation, and strategic organizational and managerial leadership for employer and employee services to support the success of all university employees throughout the employment lifecycle. Key Qualifications
Education and Experience
- Demonstrated expertise in compensation program design and administration, including the creation of policies, guidelines, and standard operating procedures.
- Thorough working knowledge of federal, state, and local laws, regulations, and compliance requirements related to employee compensation.
- Working knowledge of salary structures and systems including traditional, broadband, and market-based solutions.
- Working knowledge of job description development and categorization methods, including classification systems.
- Demonstrated expertise in conducting data analytics and modeling using Excel and other analytics tools.
Salary and Benefits
- Bachelor’s degree in business, finance, human resources, or a related field and 6 years of progressively responsible experience in employee compensation. A Master’s degree may be substituted for one year of experience.
Salary commensurate with the background and experience of the individual selected.
Cal Poly offers a best-in-class benefits program, including health, dental and vision insurance, retirement participation in the Public Employees' Retirement System, and educational benefits for eligible employees. See our benefits website for additional information. Cal Poly
Cal Poly is a nationally-ranked public university located in San Luis Obispo, California, and known for its Learn by Doing philosophy. Each year more than 20,000 top-tier students come to San Luis Obispo to put knowledge into action, taking their learning outside the classroom as they prepare for careers in engineering, agriculture, science, business, humanities and the built environment. Cal Poly’s hands-on philosophy, small class sizes and close student-faculty mentorships result in graduates ready from day one to impact their communities, California and the world. For more information, visit calpoly.edu . Diversity Statement
At Cal Poly, we believe that cultivating an environment that embraces and promotes diversity is fundamental to the success of our students, our employees and our community. Bringing people together from different backgrounds, experiences and value systems fosters the innovative and creative thinking that exemplifies Cal Poly's values of free inquiry, cultural and intellectual diversity, mutual respect, civic engagement, and social and environmental responsibility.
Cal Poly's commitment to diversity informs our efforts in recruitment, hiring and retention. Cal Poly is an equal opportunity employer. Supplemental Information
CSU requires faculty, staff, and students who are accessing campus facilities to be immunized against COVID-19 or declare a medical or religious exemption from doing so. Any candidates advanced in a currently open search process should be prepared to comply with this requirement. The systemwide policy can be found at https://calstate.policystat.com/policy/9779821/latest/ and questions may be sent to firstname.lastname@example.org .
Following a conditional offer of employment, a background check (including a criminal records check) must be completed satisfactorily before any candidate may start work with Cal Poly. Failure to satisfactorily complete the background check may result in the withdrawal of the offer of employment. Current employees who are offered positions on campus will be required to undergo a background check for any position where a background check is required by law or that Cal Poly has designated as sensitive.
The person holding this position is considered a 'mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment.
This position may be "Designated" under California State University's Conflict of Interest Code. This would require the filing of a Statement of Economic Interest on an annual basis and the completion of training within 6 months of assuming office and every 2 years thereafter.
Cal Poly, San Luis Obispo is not a sponsoring agency for staff positions (i.e. H-1B visas).
Closing Date/Time: Open until filled