Penn State Job Catalog

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 Supervisor

Base Description:

– Supervises direct reports, but primarily completes activities, tasks, and/or projects of a functional nature.

Level Summary:

– Demonstrates comprehensive knowledge to perform own work; spends majority of time on tasks related to own job responsibilities. May demonstrate subject matter expertise. Demonstrates intermediate to advanced planning, organizing, directing, and facilitating skills. Demonstrates the ability to coach assigned employees. Assigns and reviews completed work to verify accuracy, quality, and adherence to professional standards. Trains, coaches, mentors, and motivates staff. Anticipates potential problems, issues, and opportunities; researches and recommends solutions within defined policies. May develop creative recommendations for solving problems.

Supervisory Responsibilities:

– Typically oversees at least 2 full–time direct reports or equivalent team of part–time and/or student workers (for Professional track, performs work at the Senior Professional level or higher)

Fiscal Responsibilities:

– May validate and pay invoices
– Monitors and tracks budgets for specific area and/or grant(s)
– May assist in planning and forecasting budgets

Problem Solving:

– Encounters moderately complex problems
– Applies general precedents and practices and 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 moderately complex work assignments, reviews progress, and evaluates results
– Organizes work of direct reports and sets team priorities
– Reviews the work of others to verify accuracy, quality, and adherence to professional standards

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
– Collaborates closely with team members; may interact with other staff outside of area
– Utilizes a communication style that is appropriate for a given situation
– Interprets and communicates information, ideas and instructions clearly, accurately and persuasively both verbally and in written materials intended for distribution

• 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