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

Compensation Analysts are responsible for developing, implementing, and managing compensation programs to ensure they are competitive, equitable, and aligned with the University’s goals. This role involves conducting market research, analyzing compensation data, and providing strategic insights to support salary decisions; works closely with human resources partners and management teams to ensure compensation practices comply with regulatory requirements and support employee attraction and retention; performs salary benchmarking, job evaluations, and maintains compensation data integrity.

• Provide guidance to human resources partners, managers, and executives on compensation-related issues, including job evaluations, salary recommendations, and pay equity
• Conduct market research and salary benchmarking to ensure competitive and equitable compensation practices
• Analyze compensation data to identify trends, discrepancies, and areas for improvement
• Collaborate in the development and administration of compensation programs; ensure programs are designed to attract, retain, and motivate employees
• Prepare and maintain documentation related to compensation practices, including policies, procedures, and compensation structures
• Conduct job evaluations and create job descriptions to determine appropriate compensation levels
• Maintain and update compensation databases, ensuring data accuracy and integrity; generate reports and dashboards to support decision-making and strategic planning
• Execute annual compensation processes (annual salary increases, job profile reviews, market/equity reviews, etc.)
• Ensure compensation practices comply with federal, state, and local regulations
• Participate in salary surveys and benchmarking studies
• Monitor and evaluate the effectiveness of compensation programs and make recommendations for enhancements or adjustments based on performance metrics and feedback
• Ensure programs, policies, and procedures support and enhance the goal of achieving a diverse workforce
• May supervise staff members, including hiring, development, and performance management

Level:

– Intermediate Professional

Base Description:

– Completes activities, tasks, and/or projects of a functional nature.

Level Summary:

– Demonstrates ability to perform intermediate tasks in defined skill areas. Demonstrates intermediate knowledge of internal procedures. Works under general supervision, performing assignments that may be varied and sometimes difficult. Supports team decisions and follows through with team responsibilities. Interprets and communicates information clearly and accurately. Demonstrates intermediate problem–solving skills.

Supervisory Responsibilities:

– May serve as direct supervisor for part–time, student, and/or temporary workers or volunteers

Fiscal Responsibilities:

– May validate and pay invoices

Problem Solving:

– Encounters generally routine problems; occasionally faces more complex and/or varied problems
– Typically follows recommended course of action and procedures to resolve problems
– Applies knowledge of larger unit goals, priorities, and related procedures in determining course of action

Independence of Action:

– Work is generally monitored by supervisor
– Detailed instructions and procedures are generally provided
– Uses available guidelines to make appropriate adaptations to routine situations and refers other situations to supervisor

Communication and Collaboration:

– Communicates internally within working unit and/or the University
– May communicate with external audiences
– Collaborates closely with team members
– Interprets and communicates information, ideas and instructions clearly and accurately both verbally and in written materials intended for distribution

• Comp Grade – 10
• Minimum – $61,800.00
• MidPoint – $75,700.00
• Maximum – $89,600.00