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:

– Senior Professional

Base Description:

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

Level Summary:

– Demonstrates advanced knowledge of principles, practices, and procedures of a particular field. Works independently on moderately complex work assignments under limited oversight, reviews progress, and evaluates results. Monitors work and projects ensuring timeliness, quality, and efficiency. Identifies and mobilizes resources to achieve outcomes. Trains others and reviews progress with management. Presents ideas, concepts, and instructions in a clear and persuasive manner. Develops new techniques, concepts, and approaches and applies them to moderately complex and strategic and/or operational issues.

Supervisory Responsibilities:

– Indirect supervisor 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
– Monitors and tracks budgets and funding

Problem Solving:

– Encounters moderately complex problems
– Applies specialized knowledge and skills to resolve problems
– Understands benefits, limitations, and impact of potential solutions

Independence of Action:

– Works independently on moderately complex work assignments, reviews progress, and evaluates results
– May set priorities and organize work within general guidelines established by supervisor
– May review the work of others to verify accuracy and conformance to required procedures and special instructions

Communication and Collaboration:

– Communicates internally within working unit and the University
– Communicates with external audiences for scheduling/coordination
– May communicate with external audiences for business purposes
– Coaches others in using appropriate strategies for resolving conflict; negotiating reasonable compromises; and proposing and evaluating possible solutions
– Give candid and constructive feedback to others to influence and persuade managers and employees to accept and implement findings and recommendations

• Comp Grade – 13
• Minimum – $86,300.00
• MidPoint – $107,900.00
• Maximum – $129,500.00

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