Reporting to the Associate Vice President of Benefits, Compensation, and Payroll (“AVP-BCP”), the Director of Classification and Compensation is responsible for leading, administrating, and managing the accurate and timely classification, reclassification, and compensation for all Montclair State University employees. This responsibility encompasses in excess of 6,600 full/part-time employees and includes: civil service, classified, managerial, student worker, and unclassified personnel. The Director leads and assures accurate and timely administration and compliance with all classification and compensation regulations/requirements applicable to Montclair State, including: Federal and/or State of New Jersey laws, Civil Service statutes, University policies, and collective bargaining agreements. The Director manages a two-person team.
PRINCIPAL DUTIES AND RESPONSIBILITIES:
Administration and Compliance • Leads and assures accurate and timely administration and compliance with all classification and compensation regulations/requirements applicable to Montclair State, including: Federal and/or State of New Jersey laws, Civil Service statutes, University policies, and collective bargaining agreements.
Interprets, manages, and assures compliance with State of New Jersey Title 4A and all pertinent civil service statutes related to a civil service employee’s career life cycle with the University (hiring, probationary and permanent status, and promotion, among others). • Analyzes, evaluates, and implements compensation policies that achieve University objectives, are competitive in the marketplace, and comply with any/all regulations/requirements.
In collaboration with the Vice President for Human Resources, AVP-BCP, and Director of Benefits, participates in the development of a University Total Rewards compensation philosophy and value proposition.
In collaboration with the Assistant Vice President for Learning, Development & Performance establishes and disseminates annual calendars and related information for classification, reclassification, and reappointment procedures to the University community.
Classification and Reclassification • Leads the accurate and timely classification and reclassification of all employee group positions.
Serves as a player/coach for the Classification and Compensation team, as well as for other Human Resources units, to complete classification/reclassification requests and to assure colleagues receive training on classification and reclassification practices.
Manages and leads the reclassification process, including conducting/analyzing reclassification requests, conducting desk audits, benchmarking compensation for internal equity and external market rates, evaluating supporting documentation, and making reclassification recommendations. Ensures reclassifications are processed in a timely manner and comply with all applicable compensation and classification regulations/requirements.
Manages and leads the professional staff performance-based promotion process in compliance with the Statewide AFT collective bargaining agreement and the University’s Administrative calendar. Ensures timeliness and thoroughness of performance-based promotion submissions and drafts recommendations for review/approval by the Vice President for Human Resources.
Ensures completion and submission of comprehensive job descriptions for all employees.
Evaluates and maintains salary structures and ranges to reflect market pay.
Benchmarking, Operations, and Organizational Consulting
Leads/conducts the classification and compensation business processes in Workday.
Consults with hiring managers regarding all aspects of the classification and compensation process regarding new hires, organizational consulting, and reclassifications. • Supervises salary survey participation and reporting, evaluates salary equity, and provides insight and recommendations to enhance these processes.
Collaborates with Budget and Planning to review position budgets.
Develops, implements, and leads reappointment, re/classification, and compensation workshops for employees and managers.
Provides classification and compensation leadership to improve Workday business processes, automate manual processes, and to improve operational efficiencies.
Keep abreast of compensation trends, technology needs, and federal/state regulations, ensuring that compensation programs and HR systems meet current and anticipated University needs.
Performs other duties as assigned.
The above statements shall not be considered as a detailed description of all work requirements that may be inherent in the position.
Required • Bachelor’s degree from an accredited academic institution • Minimum of 2 years of experience leading a classification and compensation team in a managerial position within a complex organization • Experience in a unionized organization and implementing/applying collective bargaining agreement classification and compensation articles
Preferred • Master’s degree • Experience in a higher education or non-profit organization • Player/coach skills to lead and manage a high-volume unit and motivate/supervise a team to achieve classification and compensation excellence • Experience in developing rewards and recognition programs • Experience deploying and extending the application of human resources information systems (Workday preferred) • Experience in an organization with civil service employees • Well-developed analytical, project management, and written/verbal communications skills • High proficiency in using the Microsoft Office suite, with superior Excel skills
Interested candidates will need to submit a resume and cover letter for consideration. Apply online: