This position will work at the following location: 10240 Science Center Dr, San Diego, CA 92121
The Compensation and HRIS Analyst will research job requirements and evaluate job positions to ensure the institute’s compensation plans are competitive, both internally and externally, and will partner with the Manager HCM to ensure effective utilization of our Human Resources Information System, UKG. This position requires a high level of demonstrated analytical skills, proven experience with UKG or similar HRIS tool and the ability to effectively partner with the entire HR team.
DUTIES AND RESPONSIBILITIES:
- Benchmarks jobs against survey data and other market intelligence to determine competitive compensation for each position.
- Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
- Prepares and maintains job classifications and salary scales.
- Participates in appropriate compensation survey programs; completes survey input as required by providers
- Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.
- Evaluates and implements job analysis instruments and materials.
- Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
- Prepares and presents summary reports of job analysis and compensation analysis information.
- May conduct focus groups to collect employee feedback on specific issues or topics related to compensation and benefits
- Provide support for HR systems, including researching and resolving issues, unexpected results, or process flaws; performing scheduled activities; recommending solutions or alternate method to meet requirements.
- Maintain HRIS environment; set up user accounts; provide support during system upgrades and other projects.
- Document and update processes; create and maintain user documentation for various process.
- Ensures system accuracy and maintains the integrity of the employee information, system data and role administration by performing regular system audits.
- Run, maintain, and support a variety of reports or queries using appropriate reporting tools. Assist in development of custom reports.
- Performs other related duties as assigned by management.
- This job has no supervisory responsibilities.
- Bachelor’s Degree and a minimum of 5 years related experience.
- Computer skills required: Human Resource Systems; Microsoft Office, including proficiency in Excel, WORD and PowerPoint
- Extensive knowledge of quantitative and qualitative research methods.
- Knowledge of human resource laws, regulations and best practices.
- Other skills required: Experience in an academic or research setting.
- Analytical – Synthesizes complex or diverse information; Collects and researches data; Uses intuition and experience to complement data; Designs workflows and procedures.
- Dependability – Follows instructions, responds to management direction; Takes responsibility for own actions; Keeps commitments; Completes tasks on time or notifies appropriate person with an alternate plan.
- Initiative – Volunteers readily; Undertakes self-development activities; Seeks increased responsibilities; Takes independent actions and calculated risks; Looks for and takes advantage of opportunities; Asks for and offers help when needed.
- Interpersonal Skills – Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others’ ideas and tries new things.
- Organizational Support – Follows policies and procedures; Completes administrative tasks correctly and on time; Supports organization’s goals and values; Benefits organization through outside activities; Supports affirmative action and respects diversity.
- Professionalism – Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments.
- Teamwork – Balances team and individual responsibilities; Exhibits objectivity and openness to others’ views; Gives and welcomes feedback; Contributes to building a positive team spirit; Puts success of team above own interests; Able to build morale and group commitments to goals and objectives; Supports everyone’s efforts to succeed.
- Written Communication – Writes clearly and informatively; Edits work for spelling and grammar; Varies writing style to meet needs; Presents numerical data effectively; Able to read and interpret written information.
- Ethics – Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values.
- Diversity – Shows respect and sensitivity for cultural differences; Educates others on the value of diversity; Promotes a discrimination and harassment-free environment.
PHYSICAL DEMANDS AND WORK ENVIRONMENT:
- Occasionally required to stand
- Occasionally required to walk
- Frequently required to sit
- Frequently required to utilize hand and finger dexterity
- Frequently required to talk or hear
- While performing the duties of this job, the noise level in the work environment is usually quiet to moderate
- The employee must occasionally lift and /or move more than 5 pounds
- Specific vision abilities required by this job include: Close vision; Distance vision; Color vision.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)