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:

– Principal Professional

Base Description:

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

Level Summary:

– Displays mastery of defined skill areas/applications, principles, theories and practices. Evaluates and enhances existing practices. Recognizes emerging trends in area of expertise. Works independently on complex or strategic assignments. Directs and delegates appropriate tasks to others. Implements strategies to ensure achievement of initiatives. Prepares written and/or verbal presentations or proposals on complex issues and deliver to broad audiences. Identifies and implements innovative solutions to important, highly complex 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:

– Validates and pays invoices
– Monitors and tracks budgets and funding
– May plan and forecast budgets

Problem Solving:

– Encounters complex and novel problems
– Applies policies, practices, specialized knowledge, and skills to resolve problems
– Understands benefits, limitations, and impact of potential solutions
– Anticipates potential problems and recommends possible solutions within general guidelines

Independence of Action:

– Works independently on complex or strategic assignments
– Uses existing practices as guidelines as well as working knowledge to determine specific work methods
– Carries out work activities independently, with supervisor available to resolve problems
– Reviews work of others to verify technical soundness

Communication and Collaboration:

– Communicates with both internal and external audiences
– Collaborates closely with team members and area leads across the University
– Prepares written and/or verbal presentations or proposals on complex issues and delivers to a broad variety of audiences
– Establishes and maintains networks to facilitate successful communication among units

• Comp Grade – 14
• Minimum – $102,936.00
• MidPoint – $128,688.00
• Maximum – $154,452.00

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