Job Standard for Compensation Coordinator
How to use this Job Standard:
- The Purpose, Scope, Qualifications and Job Functions are specific to this job title and can not be edited.
- Click “View in Google Docs/Download” and download to Word.
- Under Essential Functions you may add an additional 35%, specific to your department needs.
- Complete this standard before creating the job announcement and posting the position.
- This standard will be used as the new Job Description for the prospective employee.
- After hire is complete, insert Employee Name, ID# and PCN#.
Compensation Coordinator Overview
- Person Group: Professional
- Job Code: 75794
- Pay Grade: P4
- FLSA Status: Exempt
- Career Level: Associate
- Family: Human Resources
- Function: Compensation
This position is part of the Human Resources team that values the employee experience. Coordinates job classification and compensation activities and intake forms to ensure compensation activities support organizational goals and are in compliance with federal and state laws as well as university policies.
Entry-level professional with limited or no prior experience to contribute on a project or work team. Incumbent learns to use professional concepts to resolve problems of limited scope and complexity under close supervision while achieving day-to-day objectives. Works on developmental assignments that are initially routine in nature, requiring limited judgment and decision making. This level is typically focused on self development. Requires theoretical knowledge through specific education and training.
Bachelor’s Degree or relevant professional experience.
Knowledge, Skills and Abilities
- Proficient in computerized office applications, with excellent database and spreadsheet skills
- Demonstrated attention to detail and ability to embrace change and ambiguity
- Working knowledge of principles and practices of human resource administration and including compensation, classification and job description methods; record keeping and reporting practices
- Ability to research, analyze and interpret data; draw sound conclusions, make recommendations and implement solutions;
- Interpret and apply laws, policies and regulations; prepare and present information in a clear and concise manner
- Establish priorities and organize workload; plan, coordinate and implement special projects; work in a team environment to achieve organizational goals;
- Maintain strict confidentiality; exercise tact and diplomacy when dealing with sensitive, complex and confidential information; display an attitude of cooperation and work harmoniously with all levels of Boise State University employees.
- Ability to communicate effectively with people across all campus divisions/departments
60 % of Time Compensation Coordinator will:
- Responsible for intake of compensation/classification forms, works with workforce planning/compensation team to process in a timely manner.
- Maintains PSSAP compensation database, job code tables, and reviews and troubleshoots hiring forms and systems for PCN and compensation standards.
- Assists with market matching for job classifications using a variety of tools and software.
- Works as part of a team to approve job actions and applies proper coding to ensure correct actions are processed for both internal and external reporting.
- Maintains FLSA report to determine appropriate status and compliance.
- Coordinates with the Provost office and Office of Budget and Planning on annual faculty tenure, sabbatical and promotion actions.
35% of Time Compensation Coordinator:
Can be determined by department needs
5% of Time Compensation Coordinator:
Perform other duties as assigned
Work Environment and Physical Demands
Some positions may involve frequent bending, moving, lifting and carrying material weighing up to 50 pounds.
Not applicable for Compensation Coordinator
Additional training/education or equivalent experience, as well as business need, are required for movement into higher level jobs.
Incumbent must perform the essential duties and responsibilities with or without reasonable accommodation. The above statements are intended to describe the general nature and level of work. Final employment offers are contingent upon a Final Candidate’s successful completion of a Background Verification, and a determination by the University that the information derived from the Background Verification does not disqualify the individual. In addition, a Financial History Check and Motor Vehicle Record (MVR) Check may be required.