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:

– 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