Recruitment/Posting Title | Sr. Compensation Analyst (Temp) |
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Posting Number | 23TM0133 |
Department | UHR Consulting |
Overview | Rutgers, The State University of New Jersey, is a leading national research university and the State of New Jersey's preeminent, comprehensive public institution of higher education. As one of the largest employers in the State of New Jersey, Rutgers University is committed not only to the students and the State that we serve, but also to the faculty and staff who work on our campuses. For two consecutive years, Rutgers is ranked on Forbes' list of America's Best Large Employers. Rutgers holds #64 of 500 employers and is the #1 New Jersey employer on the publication's 2023 list. includes maintaining and fostering a safe, diverse, and respectful workplace environment, creating employment opportunities for our nation's military veterans, and ensuring accessibility and accommodation for individuals with disabilities. University Human Resources (UHR) supports the Rutgers mission as an institution of prominence, preeminent in research, teaching, service, and clinical care. We strive to provide the highest level of customer service in delivering a comprehensive network of programs, services, and expertise to attract, retain, and develop diverse and highly skilled top talent. |
Posting Summary | Rutgers, The State University of New Jersey, is seeking a temporary Senior Compensation Analyst for University Human Resources' HR Consulting team. This position reports to the Director of Business Partner Services. Under the general direction of the Director, the Sr. Compensation Analyst will independently participate in compensation activities throughout the university and assist with administration of University Human Resources' (UHR) Compensation policies, procedures and processes. The incumbent in this role will perform job evaluations and make recommendations/determinations for new position classifications, reclassifications and in-grades; provide assistance with reorganizations and union reviews in accordance with bargaining unit contract stipulations; Understand and communicate compensation policies to clients and staff; Gather, analyzes and interprets internal and external job data. In addition to daily reviewing and completing submitted cases, while performing the essential key duties of this position. Among the key duties of this position are the following:
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Position Status | Full Time |
Hours Per Week | 40 |
Daily Work Shift | |
Work Arrangement | Consistent with the current application of Rutgers Policy 60.3.22, this position may be eligible for a hybrid work arrangement. The flexible work arrangements outlined in Rutgers Policy 60.3.22 are part of a pilot program that is effective September 1, 2022 through August 31, 2023. Therefore, there is no guarantee that this flexible work arrangement will continue beyond that date. Flexible work arrangements are not permanent, are subject to change or cancellation and contingent on the employee receiving approval in the FlexWork@RU Application System. Additional information may be found at . |
FLSA | Exempt |
Position Salary | $71,087.00 - $98,975.80 |
Payroll Designation | PeopleSoft |
Terms of Appointment | Temporary Staff Appointment - Salaried 12 Month |
Minimum Education and Experience |
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Certifications/Licenses | |
Preferred Qualifications |
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Required Knowledge, Skills, and Abilities |
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Equipment Utilized | |
Physical Demands and Work Environment | |
Special Conditions |
Posting Open Date | 03/01/2023 |
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Posting Close Date | |
Open Until Filled | Yes |
Special Instructions to Applicants | |
Regional Campus | Rutgers University-New Brunswick |
Home Location Campus | Cook (RU-New Brunswick) |
City | New Brunswick |
State | NJ |
Location Details |
Under Policy 100.3.1 , if employment will commence during Flu Season, Rutgers University may require certain prospective employees to provide proof that they are vaccinated against Seasonal Influenza for the current Flu Season, unless the University has granted the individual a medical or religious exemption. Additional infection control and safety policies may apply. Prospective employees should speak with their hiring manager to determine which policies apply to the role or position for which they are applying. Failure to provide proof of vaccination for any required vaccines or obtain a medical or religious exemption from the University will result in rescission of a candidate's offer of employment or disciplinary action up to and including termination.