Penn State Job Catalog

Additional levels that exist for this job profile can be seen below.

The defined natural career progression within or between job profiles.

Employee Compensation

The Compensation Manager oversees and manages the University’s compensation programs to ensure they are competitive, equitable, and aligned with organizational objectives; designs and implements compensation structures, conducts market analysis, and ensures compliance with relevant laws and regulations; collaborates with senior leadership and HR teams to develop strategies for attracting, retaining, and motivating employees through effective salary programs; oversees compensation budgets; develops compensation policies and analyzes compensation data to provide strategic recommendations.

• Develop and implement comprehensive compensation strategies that align with the University’s business goals and objectives; provide strategic direction on compensation issues to senior leadership
• Oversee the design and management of compensation programs; ensure programs are competitive and meet the needs of the organization and its employees
• Provide strategic and tactical guidance to the compensation team as well as serve as the escalation point for complex/high priority compensation matters
• Lead the execution of annual compensation processes (annual salary increases, job profile reviews, market/equity reviews, etc.)
• Conduct regular market research and benchmarking to assess the competitiveness of compensation practices; analyze market trends and compensation data to inform strategic decisions and adjustments
• Create and maintain compensation policies and procedures that comply with federal, state, and local regulations; ensure practices are consistent with industry best practices and organizational standards
• Manage the compensation budget, including planning, forecasting, and cost control; provide insights and recommendations on compensation-related expenses and ensure budget adherence
• Oversee the collection, analysis, and reporting of compensation data; develop and present reports and dashboards to support decision-making and strategic planning
• Ensure compliance with all compensation-related laws and regulations; monitor and interpret changes in compensation legislation and adjust policies and practices accordingly
• Ensure programs, policies, and procedures support and enhance the goal of achieving a diverse workforce
• Lead and manage the compensation team; provide guidance, support, and development opportunities to team members to ensure high performance and professional growth

Level:

– Senior Manager

Base Description:

– Manages direct reports where primary duty is the management of a working unit.

Level Summary:

– Demonstrates advanced skills in critical functions related to unit's success. Demonstrates advanced knowledge of emerging technologies and processes. Monitors completed work of others to ensure effectiveness and adherence to requirements. Sets clear expectations and holds team accountable. Establishes a shared team/unit vision. Demonstrates ability to evaluate and enhance team/unit practices that promote a strong commitment to inclusionary practices. Coaches others using appropriate strategies. Demonstrates diplomacy. Demonstrates ability to serve as liaison between senior-level management and staff. Resolves complex, controversial, or unprecedented issues and problems.

Supervisory Responsibilities:

– Oversees large team or teams of individual contributors and/or supervisors/managers
– Leads a department or functional area

Fiscal Responsibilities:

– Monitors and tracks large budgets
– Plans, forecasts, and/or develops budgets
– May approve budgets for specific area
– Typically has final signature authority for specific area

Problem Solving:

– Encounters highly varied and complex problems that impacts the team and possibly the unit
– Develops creative and/or novel approaches to resolve problems that are difficult in nature
– Independently resolves complex and/or unprecedented issues and problems

Independence of Action:

– Work results are not clearly defined
– Generally sets own goals and determines how to accomplish results with few or no guidelines to follow
– Monitors completed work of others to ensure soundness of approach, effectiveness of meeting requirements, the feasibility of recommendations and adherences to requirements
– Delegates more advanced tasks to others

Communication and Collaboration:

– Communicates with both internal and external audiences
– Collaborates closely with team members and various areas across the University
– Fosters collaboration between units and engages others' coordinated efforts to reach desired outcomes with broad scope

• Comp Grade – 15
• Minimum – $109,300.00
• MidPoint – $136,600.00
• Maximum – $164,000.00