Compensation Specialist, Office of Human Resources

Henry Ford College presents an opportunity for a Compensation Specialist. 

The Compensation Specialist is an operational and strategic HR team member who functions as the lead system administrator and payroll liaison. Under the supervision of the Assistant Director of Total Rewards, the Compensation Specialist is responsible for reviewing and understanding collective bargaining agreements to ensure that accurate compensation-related recommendations are processed.  They review and verify incoming forms and Personnel Action Forms (PAFs) for accuracy of information, salary calculations and overall completion for faculty and staff contracts and execution of payroll by the Finance Department. This position works collaboratively with the Assistant Director of Total Rewards in planning, reporting, and ensuring compensation is administered in compliance with federal and state laws.

This position requires a bachelor’s degree in Human Resources or related field, plus two (2) years of related experience making independent decisions and handling HR-related functions and processes.

The most successful candidate will have a career that reflections the following education, experience and competencies: 

• Bachelor’s degree in human resources or a related field from a regionally accredited institution of higher education, or a combination of education and experience may be considered.
• And two (2) years of related experience making independent decision and handling HR-related, compensation/payroll functions and processes. 

• Knowledge of Federal, State, and local regulations and compliance requirements relative to employee compensation.
• Demonstrated experience with a human resources information system (HRIS).
• Ability to be discreet and maintain the highest confidentiality with sensitive data.
• Ability to address compensation issues through independent analysis, evaluation, and deductive reasoning skills. 

• Ability to develop, evaluate, enhance, and/or implement quality improvement practices, processes, procedures, or policies that have an impact on operations.
• Strong attention to detail with a high level of organizational skills and the ability to manage and complete work in an efficient and thorough manner.
• Strong analytical and problem-solving skills.
• Ability to self-direct with experience prioritizing, organizing, and managing various projects and tasks with minimal oversight.

• Proven ability to embrace and promote a collaborative culture of teamwork, positive attitude, and shared goals.
• Strong interpersonal skills and enthusiasm for working with diverse groups of stakeholders.
• Effective verbal and written communication skills.

• Human Capital Management:  Builds and manages workforce based on organizational goals, budget considerations, and staffing needs. Ensures that employees are appropriately recruited, selected, appraised, and rewarded; takes action to address performance problems. Manages a multi-sector workforce and a variety of work situations.
• HR Interpersonal Interaction: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences. 
• Accountability:  Holds self and others accountable for measurable high-quality, timely, and cost- effective results. Determines objectives, sets priorities, and delegates work. Accepts responsibility for mistakes. Complies with established control systems and rules.
• Flexibility: Is open to change and new information; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles; effectively deals with ambiguity.
• Organizational Awareness:  Knows the organization's mission and functions, and how its social, political, and technological systems work and operates effectively within them; this includes the programs, policies, procedures, rules, and regulations of the organization.
• Information Management:  Identifies a need for and knows where or how to gather information; organizes and maintains information or information management systems.

Payroll

• Process employee personnel action forms, which often requires analyzing multiple reports and collective bargaining agreements to make accurate calculations; code all personnel status changes into finance/payroll system.
• Work closely with payroll department to ensure accurate processing and resolution of problems.
• Ensure data integrity and follow quality control measures for data accuracy; support the maintenance of personnel information history.
• Create and maintain position codes and salary information in HRIS system.
• Work with Information Technology Department to create, update, and modify codes, tables, reports, and other system tools. 

• Assist in conducting job evaluations and benchmark comparisons of position responsibilities and evaluate comparable market value wage/salary data to make recommendations to the Talent Acquisition team regarding wage/salary placements for applicants.
• Assist with position description management including updating and editing job descriptions. 
• Assist in administering merit and performance compensation plans and procedures.
• Support Assistant Director in annual staff planning and budgeting.
• Interact with faculty, administrators, and staff regarding programs, policies, changes, or issues related to compensation and payroll.
• Prepare multiple statistical reports and analysis of data related to HRIS, EEO, AA, IPEDS and other HR-related statistical data in response to requests from multiple users including Human Resources and other College departments. Generate data and assist in interpretation of HR and College Scorecard metrics.  
• Conduct audits to ensure correctly classified positions to comply with legislative and regulatory requirements. Identify and escalate potential issues to Assistant Director. 
• Conduct ad hoc compensation analyses and projects.
• Maintain current knowledge of applicable Federal, State, and local laws and regulations.

• Maintain current knowledge of applicable Federal, State, and local laws and regulations pertaining to compensation.
• Ability to interact with and maintain strong relationships with diverse functional groups, including internal and external stakeholders regardless of title or level.
• Share responsibility for creating a positive work environment within the HR department and for providing an excellent customer service experience to the College community.
• Assist the HR team in other duties necessary to achieve department goals.

This job description is intended to summarize the type and level of work performed by the incumbent and is not an exhaustive list of duties, responsibilities, and requirements.

While we have attempted to capture the core functional responsibilities in the role, the statements contained in this job announcement reflect general details as necessary to describe the principal functions of this job, the level of knowledge and skill typically required, and the scope of responsibility. It should not be considered an all-inclusive listing of work requirements. Therefore, performing additional job-related duties not listed above may be required as assigned. For applicants viewing this ad from an external site, please go to hfcc.edu/jobs to apply.