â‹Acts as the liaison to University compensation team representing the Biological Sciences Division (BSD) on all matters related to staff compensation including compensation policies, processes, and governance.
Develops BSD division-wide compensation policies, processes, and governance. Creates and manages the base pay structure and governance approach.
Consults with University compensation team on proposals or modifications for short-term and long-term base pay strategies for BSD positions. Supports design and action plans for implementation within BSD.
Provides compensation guidance BSD HR Partners and Division leadership on requests for departmental leveling, creating of job hierarchies, off-cycle compensation reviews, matching to University job architecture, ensuring consistent application of University compensation guidelines with the Division.
Coordinates annual BSD Staff compensation and merit process including impact studies and post-process financial analysis.
Works with University HR to coordinate the job evaluation process for the BSD, including facilitating internal peer reviews and external competitive market pricing surveys and assessments. Â Â
Benchmark with University of Chicago Medical Center compensation team on pay practices and trends for BSD direct patient care positions.
Creates standing and ad hoc reports on HR metrics and Divisional compensation trends.
Conducts ad hoc compensation studies for BSD departments, ensuring internal leveling integrity across BSD departments and linkage to university job architecture.
Creates and ensures consistent use of starting salary guides for BSD job families to be used across all BSD departments for hiring activity.Â Â
Collaborates with University HR for participation in external compensation and benchmarking surveys representing the spectrum of BSD positions to include clinical research, basic sciences and bioinformatics positions.
Collaborates with HR to design creative bonus and non-monetary reward programs.Develops BSD division-wide compensation policies, processes, and governance. Creates and manages the base pay structure and governance approach.
Develops compensation policies, processes, and governance. Creates and manages the base pay structure and governance approach.
Works independently to coordinate the job evaluation process, including facilitating internal peer reviews and external competitive market pricing surveys and assessments.
Performs other related work as needed.
At least 5 years of experience as a compensation analyst with experience in position evaluation methods.
Prior experience working within a university or OFCCP compliant environment.
Experience in Compensation or HR with life sciences, research, bioinformatics, or healthcare positions.
Experience with creating alternate reward programs.
Experience with annual merit planning and annual performance cycle management.
Experience working with HRIS reporting, preferably using Workday.
Licenses and Certifications:
Certified Compensation Professional (CCP).
Cover Letter (preferred)
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