Penn State Job Catalog

Additional levels that exist for this job profile can be seen below.
Missing levels within the leveling matrix can be added based on business need.

The defined natural career progression within or between job profiles.

Employee Compensation

The Compensation Consultant participates in the design, implementation, and administration of compensation programs that are competitive, equitable, and aligned with the University's strategic goals; provides expert guidance and data-driven insights to support compensation decisions, ensuring practices enhance the University's ability to attract, retain, and motivate a diverse and high-performing workforce; works in close partnership with human resources colleagues and institutional leaders; evaluates roles, analyzes market data, and ensures compliance with applicable regulations, while maintaining the integrity of compensation systems and processes.

• Contribute to the administration of compensation programs, policies, and structures
• Ensure compensation practices are competitive, equitable, and aligned with institutional goals and workforce strategies
• Monitor and evaluate program effectiveness; recommend enhancements based on data, trends, and organizational needs
• Provide expert guidance to HR partners, managers, and leadership on compensation matters, including job evaluations, salary recommendations, and pay equity considerations
• Partner with stakeholders to support informed, consistent, and equitable pay decisions
• Conduct salary market research and participate in salary surveys to benchmark compensation against peer institutions and relevant labor markets
• Analyze internal and external data to identify trends, gaps, and opportunities for improvement
• Conduct job evaluations and support the development and maintenance of job descriptions
• Ensure roles are appropriately classified and aligned with compensation structures
• Analyze compensation data to identify trends, discrepancies, and areas of risk or opportunity
• Develop reports, dashboards, and presentations to support decision-making and strategic planning
• Maintain compensation databases, ensuring accuracy, consistency, and data integrity
• Execute and support annual compensation cycles, including salary increases, market adjustments, and equity reviews
• Assist with budget planning and forecasting related to compensation initiatives
• Ensure compensation programs and practices comply with federal, state, and local regulations
• Maintain documentation of compensation policies, procedures, and guidelines
• Support compensation practices that promote fairness, transparency, and equity
• Lead or contribute to cross-functional projects and compensation-related initiatives
• May supervise staff, including hiring, coaching, and performance management

Level:

– Advanced Professional

Base Description:

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

Level Summary:

– Demonstrates proficient and comprehensive knowledge of defined skill areas/applications. Applies knowledge of principles, practices, and procedures of a particular field to decision-making and problem–solving. Works under minimum supervision on varied and sometimes difficult work assignments, conferring with supervisor or subject matter experts on unusual matters. May lead others or a team in completion of complex assignments. Interprets and communicates information clearly, accurately, and persuasively. Researches and tries new approaches when solving difficult or novel problems.

Supervisory Responsibilities:

– Indirect supervisor or mentor for other full–time employees
– May serve as direct supervisor for part–time, student, and/or temporary workers, volunteers, or a full–time employee

Fiscal Responsibilities:

– May validate and pay invoices
– May monitor/track budgets and funding

Problem Solving:

– Encounters generally routine problems with progressively more complex and/or varied problems
– Typically follows recommended course of action and procedures to resolve problems
– May apply specialized knowledge and skills to resolve complex and/or varied problems, with supervisor oversight
– Researches and tries new approaches when solving problems

Independence of Action:

– Works with minimal supervision on more difficult work assignments, conferring with supervisor on unusual matters
– Follows precedents and procedures
– May set priorities and organize work within general guidelines established by supervisor

Communication and Collaboration:

– Communicates internally and externally within working unit and the University
– May communicate with external audiences for business purposes
– Promotes open communication in a manner that builds relationships among team members
– Applies appropriate strategies for managing conflict; negotiate reasonable compromises; propose and evaluate possible solutions
– Interprets and communicates information, ideas and instructions clearly, accurately and persuasively both verbally and in written materials intended for distribution

• Comp Grade – 11
• Minimum – $68,200.00
• MidPoint – $85,200.00
• Maximum – $102,300.00

• Analytical thinking
• Attention To Detail
• Compensation management
• Confidentiality
• Consulting
• Data integrity
• Data management
• Job analysis
• Job evaluation
• Market analysis
• Negotiation
• Regulatory compliance
• Statistical thinking