Req #: 225564 Department: UW MEDICINE HUMAN RESOURCES Job Location: Other Location, Remote/Hybrid Job Location Detail: Hybrid Eligible Posting Date: 08/10/2023 Closing Info: Open Until Filled Salary: $7,500 - $8,334 per month Other Compensation: Shift: First Shift Benefits: As a UW employee, you will enjoy generous benefits and work/life programs. For a complete description of our benefits for this position, please visit our website, click here.
As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem solving skills and dedication to build stronger minds and a healthier world.
UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits and natural beauty.
The Human Resources department's mission is to support UW faculty and staff in successfully meeting the goals of the University by providing high quality and responsive human resources support to foster an exceptional work environment that encourages, nurtures and recognizes the professional development of University employees. The department's vision is to create a premier HR organization whose staff members are dedicated to the goal of working together to provide the highest possible quality of services in carrying out its mission.
The UW Compensation Office is a functional unit within HR that provides compensation and classification expertise to departments of the UW and UW Medicine. Medical Centers Compensation is a unit within HR Compensation that supports UW Medicine.
Reporting to the Compensation Director, this professional level position has substantial responsibility for exercising discretion and independent judgment in affecting, executing, and discharging various aspects of the compensation and classification function for the UW Medicine, including UW Medical Center and Harborview Medical Center.
This position is responsible for advising clients and/or delivering specific products/services for classified, professional staff, and other non-academic UW personnel in the areas of classification, compensation, and in organizational restructuring.
RESPONSIBILITIES:
• Provide comprehensive compensation support to assigned client areas. Make decisions regarding best course of action for compensation and classification issues, and provide advice and counsel to all levels of employees. Perform the following responsibilities for assigned client areas:
• Evaluate new and existing professional staff positions using a point factor job evaluation system, and recommend salary ranges that maintain equitable salary relationships across the University. Review and evaluate jobs on FLSA or WMWA exemption criteria. Provide advice and counsel on issues pertaining to the Fair Labor Standards Act and the overtime rules of the Washington State Minimum Wage Act.
• Evaluate existing contract classified and classified non-union positions. Use job specifications, desk audits, and interviews to determine appropriate classification. Interpret contractual language to administer changes to classification/compensation and anticipate possible labor relations issues arising from classification misalignment.
• Educate clients on the various components of the UW Compensation system as needed. Work with HR colleagues and clients to develop creative compensation and classification solutions considering the goals of the organization, recruitment and retention issues, staff planning and/or career ladders, recognition of team and individual performance, etc.
• Coordinate with HR Labor Relations position reallocations out of a bargaining unit to another union, classified non-union or exemption to a Professional Staff position. Meet and discuss with HR Labor Relations and labor union representatives as necessary. Act as University expert to defend reallocation determinations if actions are challenged through contract classified Hearing Examiner process or classified non-union appeal processes through Washington State HR in Olympia.
• Organize, analyze and produce specialized reports including costing analysis. Compile and distribute statistical reports dealing with staff classifications and compensation including salary changes, trends and relationships, and analysis of competitive labor market conditions. Develop and apply knowledge of premium pay and shift differentials for represented jobs. Become knowledgeable about the earn types and payroll procedures for payment of premiums, and how to perform premium pay cost estimates using data from the UW payroll system, data warehouse, and other reports.
• Conduct compensation- and classification-related training to further enhance understanding of UW policy, federal and state regulations, and creative ideas of administering programs that assist in the recruitment, retention and development of staff that meet unit objectives.
• As a member of the Compensation team, interact, provide suggestions and implement changes to work processes; assist in the development of plans and the implementation of enhancements to compensation and classification system.
• Work collaboratively with other University staff departments, such as the Integrated Service Center (ISC) including ISC Technical Services (Tier 3), ISC Payroll, ISC Time and Leave, etc., for the purpose of implementing mass employee salary adjustments and developing new or enhancing existing classification and compensation systems.
Miscellaneous
• Prepare responses to local, state and national salary surveys.
• Proactively identify compensation and classification issues and independently resolve them within the framework of the UW Compensation system.
• May classify new union-represented and non-represented positions as required. Assist in developing new classification specifications to be proposed to the unions and/or to Washington State Human Resources. Attend allocation appeals as necessary.
• Perform special projects and other duties as assigned.
MINIMUM REQUIREMENTS:
• Bachelors Degree in Human Resources, Business or Public Administration or related field
• Three years of progressively responsible work in Human Resources to include 1 year of compensation experience which includes working with job descriptions or classification specifications, evaluating job content, or providing advice on FLSA status.
Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.
ADDITIONAL REQUIREMENTS:
• Experience with Microsoft Office products (Word, Excel and Access).
• Experience working in an environment that requires excellent customer service skills.
• Demonstrated excellent writing and oral communications skills.
• Demonstrated ability to communicate to all levels of management including sensitive communications to senior leadership using the most suitable communication method.
DESIRED:
• Certification as a Professional in Human Resources (PHR).
• Certification as a Certified Compensation Professional (CCP).
• Experience working with a work force that is unionized.
WORKING CONDITIONS:
• Work is performed in an office environment.
• Duties may occasionally require working beyond a 40-hour week, or working late into the night or on weekends in labor negotiations or for emergency rush projects.
Application Process:
The application process for UW positions may include completion of a variety of online assessments to obtain additional information that will be used in the evaluation process. These assessments may include Work Authorization, Cover Letter and/or others. Any assessments that you need to complete will appear on your screen as soon as you select “Apply to this position”. Once you begin an assessment, it must be completed at that time; if you do not complete the assessment you will be prompted to do so the next time you access your “My Jobs” page. If you select to take it later, it will appear on your "My Jobs" page to take when you are ready.Please note that your application will not be reviewed, and you will not be considered for this position until all required assessments have been completed.