Additional Info

General Position Information

Position Number: 00087292	Working Title: Compensation Specialist II
Department Name: HR Compen/Staffing/HRIS/Payroll UNMC	Reports To Title: Associate Director, Human Resources

Position Description Details

Responsibilities and Duties

RESPONSIBILITY	TIME SPENT PERCENTAGE	TASKS
Classification of Staff Positions	65	1. Provide support to units/departments in preparing staff position descriptions in standardized form. (E) 2. Evaluate staff positions using market relevant data/internal comparisons/position audits to determine appropriate classification and salary range assignment, working in collaboration with units/departments management regarding classification recommendations. (E) 3. Collect, analyze, and prepare wage and salary data following both compensation theory and practice for units/departments. (E) 4. Provide guidance to units/departments in making appropriate pay determinations for new employees and pay adjustments to current employees. (E) 5. Maintain records on the validity of the evaluations. (E)
MarketPay System Support	15	1. Maintain market pricing data for UNMC market priced jobs. (E) 2. Participate and assist with annual Uwide market analysis (E) 3. Provide support with maintenance of key components of system to include market pricing data, salary structures, jobs, and reporting. (E)4. Seek opportunities for system/process enhancements. (D)
Position Description Management/SucessFactors Systems Support	10	1. Maintain position description module to include review/creation of ongoing enhancements. (E) 2. Assist with developing appropriate training documentation. (E) 3. Review/edit posting requisitions for information related to classification data. (E)
Project/Process Support	10	1. Provide support to human resources department, strategic staffing and compensation division, and units/departments for various projects as requested. (E) 2. Participate in the development, implementation, and maintenance of related process enhancement initiatives. (E) 3. Serve on various department or campus group initiatives as requested. (D)

Zone Definition Factors

Impact

How quickly is the overall correctness of the work of an incumbent in this position typically determined?:

Determined within a relatively short period of time

Include budget dollars, value of assets, and impact in terms of organizational exposure to risk/liability.

Describe the budgetary accountabilities for this position:

What impact do the decisions/recommendations made by the position have on the department/campus?:

Position could open the university to legal liability if incumbent were to incorrectly classify a position as exempt when it should be nonexempt. The analysis performed by this position are used to help the university determine its position relative to the market for employee wages.

Contacts and Communications

TYPE OF CONTACT	LEVEL OF CONTACT	FREQUENCY OF CONTACT	PURPOSE OF CONTACT
HR Staffing Department	Within Department	Daily	Coordination of classification related information related to posting requisitions.
UNMC Management staff	Internal to UNMC	Daily	Provide consultative guidance for compensation/classification activities, such as pay administration, training opportunities, SAP organizational management, PeopleAdmin system, and policy/procedure/legal clarification.
Peer Institutions and Local Employers	External to UNMC	As needed	Provide/obtain information related to compensation related topics
Peer NU Human Resources staff	External to UNMC	As needed	Provide/obtain information and work collaboratively on maintaining, updating compensation program.
HR Payroll Department	Internal to UNMC	As needed	Coordination of SAP activities related to compensation administration of employee records.
HR Records Department	Internal to UNMC	2-3 times a week	Coordination of SAP activities related to compensation administration of employee records.
Staff Employees	Internal to UNMC	As needed	Provide interpretation of policies related to compensation/classification inquiries and desk audits.

Supervision Received

Reports directly to Associate Director, Human Resources

Supervision Exercised

Does this position supervise?:

Work Environment & Physical Demands

Working Environment

Office

Activity Frequency

Sit: Continually (67-100%)	Bending: Not Required
Stand: Not Required	Kneeling: Not Required
Walk: Occasionally (1-33%)	Reaching: Not Required
Drive Motor Vehicle: Not Required	Crawling: Not Required
Squatting: Not Required	Climbing: Not Required

If other, please explain:

Lift, Carry, Push, Pull Activity

Lift: Not Required Not Applicable	Push: Not Required Not Applicable
Carry: Not Required Not Applicable	Pull: Not Required Not Applicable

If other Lift, Carry, Push, Pull, please explain:

Exposure

Animals (Category 1): NO	Moving Machinery: NO
Animals (Category 3): NO	Biohazardous Material: NO
Blood & Bloody Fluids: NO	Uncomfortable temperature/ humidity: NO
Radiation/ Radioactive: NO	Noise: NO
Chemical Hazards: NO	Working from Heights: NO
Electrical Hazards: NO	Confined Space: NO
3B or Class 4 Laser: NO	Dust and Dusty environments: NO
Hot Work: NO

If other exposure, please explain:

Use of Protective Equipment

Hearing Protection: NO	Eye Protection: NO
Half or Full Face Reusable Respirator: NO	Protective Clothing: NO

If other protection, please explain:

Use of Hands/ Wrists

Keyboard: YES	Pipefitting: NO
Fine Manipulation: YES	Grasping: NO
Repetitive Motion: NO

If other use of hands/ wrists, please explain:

Sensory

Ability to Speak: YES	Depth Perception: NO
Hearing: NO	Distant Vision: NO
Sight: YES	Near Vision: NO
Color Vision: NO	Peripheral Vision: NO

Emergency Conditions

During emergency conditions due to severe weather, natural disasters, major utility failures, or other unplanned events, certain personnel are activated to minimizethe impacts of emergencies and disasters, and to protect people, property, and restore the primary mission of the University of Nebraska Medical Center.These personnel occupy positions which are designated as 'Essential Positions.'

Essential: