Compensation and Benefits Director jobs in Binghamton, NY

JOB SUMMARY:

Administer the College’s compensation program to include developing, implementing and administering compensation policies and programs. Complete salary surveys, conduct research, analyze data, and prepare compensation recommendations and reports. Assist the Associate Vice President and Senior Director of Talent Management with the College’s workforce planning efforts. Consult with various departments and supervisors on organization and job design and related projects.  Prepare job descriptions, conduct position audits, and recommend appropriate pay band classification and salary.  Conduct research on special compensation related topics and compliance issues, and assist in preparing correspondence, reports, proposals and compensation program communication and presentation materials.

SUPERVISION:

This position reports to the Senior Director of Talent Management.  This position has no direct supervisory responsibilities.

REPRESENTATIVE DUTIES:

Duties may include but are not limited to the following.  Other duties may be assigned.

ESSENTIAL DUTIES:

1. Responsible for the administration of the College’s compensation program to include development, planning, analysis, monitoring and updating of the program.  Evaluate and recommend market and equity adjustments and assist in preparing proposals for salary increment budgets and new compensation programs/structures.
2. Serve as a resource and provide compensation program information and assistance and interpretation of policies and legal requirements of the Fair Labor Standards Act. Provide consultation to supervisors in managing pay within the compensation program.
3. Complete a variety of salary surveys and participate in the development of survey instruments to gather valid and competitive national, regional, and local market data. Collect and analyze survey data, perform market analysis, and make recommendations to maintain a competitive salary structure. Maintain the appropriate annual changes to the pay band structure and maintain this data on the HR website as well as in the pay band structures of IC HR Cloud. 
4. Update, maintain and utilize the compensation analysis tools (such as Payfactors) to include analyzing, preparing, and downloading survey data, researching and identifying market matches and internal benchmark positions, identifying market ranges for staff positions, and preparing compensation reports and analysis.  Determine appropriate hiring ranges and provide counsel for employment offers.  
5. Work with the Associate Vice President and Senior Director in support of the College’s workforce planning efforts. Consult with College departments on organization and job design and related projects.  Conduct job audits on a position or departmental basis. Conduct interviews, analyze and evaluate information, propose job titles and pay band assignments. Identify and resolve discrepancies in consultation with the Senior Director. 
6. Prepare, update and maintain job descriptions reflecting job responsibilities, activities, duties and requirements. Integrate job descriptions into IC HR Cloud. Develop and implement self-service options for providing access to job descriptions for supervisors and individual staff members as appropriate.
7. Provide assistance to the Associate Vice President with the Annual Salary Review Process to include reviewing position and salary data, developing spreadsheets, preparation of guidelines and increment materials for dissemination to supervisors and budget managers.  Develop increment letter templates and maintain increment process documentation. 
8. Work with the Sr. Talent Management Specialist in the creation and maintenance of position records within IC HR Cloud to include verifying band placement, title, job family, job group and level, FLSA, workers compensation, and IPEDS and SOC classifications.  Develop and maintain an understanding of the IC HR Cloud processes as they relate to position maintenance. 
9. Review existing and proposed regulatory requirements governing compensation administration and recommend appropriate course of action to ensure compliance with federal and state laws and regulations and college policies regarding Human Resource activities. Research new issues and changes to regulations; keep abreast of key developments, trends, and changes. This includes increases to the New York State Minimum Wage and Exempt Salary threshold. Provide policy guidance and interpretation and ensure the Policy Manual and HR website are kept up to date. 
10. Participate in ensuring confidentiality of all records, information and materials associated with the Compensation within the Office of Human Resources. 
11. Serve as subject matter expert and first point of contact for compensation programs and procedures. Complete compensation transactions to ensure timely and accurate completion of payrolls. Ensure appropriate documentation has been included to support transactions. 
12. Develop reports and analyze compensation data to identify potential issues to ensure equitability in all levels and to identify trends in turnover, retention, skill gaps.
13. Collaborate with the Employee Development Consultant to develop and deliver compensation-related training.
14. Develop and demonstrate a multicultural awareness and contribute to cultivating an inclusive, diverse and respectful College community.  Demonstrate civil and inclusive behavior when interacting with staff, faculty, students and visitors to the College.  Promote a flexible, collaborative and inclusive work and living environment and engage in educational opportunities to increase awareness and understanding of diversity and inclusion. 

QUALIFICATIONS:

Required:

• Bachelors degree and a minimum of three years previous experience in Human Resources, preferably working in the area of Compensation and/or Classification or the equivalent combination of education and experience
• Strong analytical, organizational, interpersonal, written and verbal communication skills
• Demonstrated experience developing job descriptions and conducting market analysis
• Knowledge of HR practices and labor laws
• Experience using cloud based HR software
• High level of proficiency in excel
• Ability to manage multiple tasks simultaneously and process confidential and sensitive data and information

Desired:

• Experience with SQL, conducting statistical analyses, and previous experience working in a college or university setting.
• SHRM-CP/SCP or SPHR/PHR certification is a plus.

APPLICATION INSTRUCTIONS:

To apply, please submit cover letter, resume and list of three professional references.

Ithaca College is committed to building a diverse academic community and encourages members of underrepresented groups to apply. Experience that contributes to the diversity of the college is appreciated. 

Hiring rate:  $67,000 annually  

We pride ourselves on providing our benefit-eligible employees with comprehensive benefits, including work/life balance, generous paid time off policies, career-enhancing trainings, educational benefits, and opportunities to give back to the community. Beyond benefits, you’ll enjoy the kind of uniquely rewarding work environment that can only be found in a vibrant college community. For an overview of our benefit offerings, please visit https://www.ithaca.edu/human-resources/employee-benefits-wellness.

Visa sponsorship is not provided for this position.

WORK ENVIRONMENT:

This is a hybrid, client-facing role, and should be on campus four (4) days weekly. Most of the work of the incumbent is carried out within a generally accessible, safe, indoor environment.  The incumbent will be required to use a personal computer and associated equipment as well as other office equipment used in the day-to-day operations.  The incumbent may need to deliver various materials on campus requiring the ability to walk or drive or make other travel arrangements.