Scheduled Hours

40

Position Summary

Under minimal supervision, administers and analyzes staff compensation programs ensuring compliance with federal, state, and local requirements. This role conducts complex job evaluations, analyzes compensation data, and provides strategic guidance to HR Liaisons and department managers. Will be expected to contribute to the development and refinement of compensation best practices, including providing input on policies and programs.

The position requires strong analytical and influencing skills to support decision-making, maintain internal equity, and ensure market competitiveness. Responsibilities also include leading training sessions, supporting compensation initiatives (such as annual salary planning), managing HR system transactions and approvals, and performing audits, reporting, and data analysis to drive continuous improvement. Must maintain composure and professionalism while effectively prioritizing and managing tasks in a complex, high-pressure environment.

Job Description

• Evaluates and analyzes jobs in response to requests for new or revised job descriptions utilizing compensation evaluation software tool. Determines appropriate pay levels and FLSA classifications. Establishes equitable compensation rates while keeping in line with the external market. Maintains documentation of evaluations. Ensures job descriptions are legally compliant with outside regulatory agencies. Collaborates with Recruiters as needed regarding job postings.

• Develops and provides creative alternatives and guidance regarding complex compensation matters to HR Liaisons and department managers which could include various pay decisions, salary offers, policy and guideline interpretation/exceptions and job evaluations. May complete regression analysis modeling to determine equitable pay distribution. Builds rapport with customers, communicating in a concise, customer-focused format.  

• Participates in and at times leads projects and compensation initiatives that are technical and often complex in nature while utilizing various HR systems. This includes year-end merit increase process, salary structure development and department/system-wide reviews. May participate in analyses for the Spring and Fall Board of Trustees Compensation Committee meeting. Performs market compensation analyses and salary structure benchmarking, participates in third-party salary surveys.  Assesses general trends in compensation levels and makes recommendations for adjustments to compensation structures. Performs related analyses such as cost projections and conducts additional research as assigned.

• Approves all staff compensation transactions entered into HRâ™s system, ensuring consistency and adherence to policies, practices and guidelines. Ensures all proper approvals are received and payroll deadlines are met. Coordinates with central HR team, HR Liaisons and Payroll representatives as needed.

• Develops and modifies available queries and reports to generate data used for compensation planning and audits using Workday and Excel. Audits compensation and related data in Workday for compliance with policies and regulations.

• Keeps apprised of laws and regulations related to pay programs to ensure compliance and provide customer guidance. Stays informed regarding industry trends and best practices in compensation including survey participation.

• Participates in preparation and distribution of communications related to compensation and may participate in ensuring the HR website for Compensation is updated with current relevant information. Participates in developing and conducting compensation administration training sessions for managers.

• Perform other duties as assigned

The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all job duties performed by the personnel so classified. Management reserves the right to revise or amend duties at any time.

Required Qualifications

Education:

Bachelorâ™s degree or combination of education and/or experience may substitute for minimum education.

Certifications/Professional Licenses:

No specific certification/professional license is required for this position.

Work Experience:

Progressively Responsible Analysis And Administration Of Compensation Programs (6 Years)

Skills:

Not Applicable

Driver's License:

A driver's license is not required for this position.

More About This Job

WashU seeks highly motivated individuals who are able to perform duties in a manner consistent with our core mission and guiding principles.

Preferred Qualifications

Education:

Master's degree - Business Administration, Master's degree - Human Resources

Certifications/Professional Licenses:

Certified Compensation Professional (CCP) - World at Work

Work Experience:

No additional work experience unless stated elsewhere in the job posting.

Skills:

Analytical Problem Solving, Analytical Thinking, Confidentiality, Deadline Management, Detail-Oriented, Group Presentations, Interpersonal Communication, Microsoft Excel, Microsoft Office, Oral Communications, Prioritization, Training People, Workday Software, Written Communication

Grade

G14

Salary Range

$75,200.00 - $128,800.00 / Annually

The salary range reflects base salaries paid for positions in a given job grade across the University. Individual rates within the range will be determined by factors including one's qualifications and performance, equity with others in the department, market rates for positions within the same grade and department budget.

Questions

For frequently asked questions about the application process, please refer to our External Applicant FAQ.

Accommodation

If you are unable to use our online application system and would like an accommodation, please email CandidateQuestions@wustl.edu or call the dedicated accommodation inquiry number at 314-935-1149 and leave a voicemail with the nature of your request.

All qualified individuals must be able to perform the essential functions of the position satisfactorily and, if requested, reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of their job, absent undue hardship.

Pre-Employment Screening

All external candidates receiving an offer for employment will be required to submit to pre-employment screening for this position. The screenings will include criminal background check and, as applicable for the position, other background checks, drug screen, an employment and education or licensure/certification verification, physical examination, certain vaccinations and/or governmental registry checks. All offers are contingent upon successful completion of required screening.

Benefits Statement

Personal

• Up to 22 days of vacation, 10 recognized holidays, and sick time.

• Competitive health insurance packages with priority appointments and lower copays/coinsurance.

• Take advantage of our free Metro transit U-Pass for eligible employees.

• WashU provides eligible employees with a defined contribution (403(b)) Retirement Savings Plan, which combines employee contributions and university contributions starting at 7%.

Wellness

• Wellness challenges, annual health screenings, mental health resources, mindfulness programs and courses, employee assistance program (EAP), financial resources, access to dietitians, and more!

Family

• We offer 4 weeks of caregiver leave to bond with your new child. Family care resources are also available for your continued childcare needs. Need adult care? Weâ™ve got you covered.

• WashU covers the cost of tuition for you and your family, including dependent undergraduate-level college tuition up to 100% at WashU and 40% elsewhere after seven years with us.

For policies, detailed benefits, and eligibility, please visit: https://hr.wustl.edu/benefits/

EEO Statement

Washington University in St. Louis is committed to the principles and practices of equal employment opportunity. It is the Universityâ™s policy to provide equal opportunity and access to persons in all job titles without regard to race, ethnicity, color, national origin, citizenship (where prohibited by federal law), age, religion, sex, sexual orientation, gender identity or expression, disability, protected veteran status, or genetic information.

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