Compensation Analyst

The Compensation Analyst supports the design, development and administration of the University’s compensation structures, policies and programs. This position works closely with compensation and human resources staff to determine grades and pay levels for employees, and ensures compliance with applicable state and federal wage and hour legislation. The incumbent aides in the preparation of compensation studies and projects, creates reports, and maintains data to monitor compensation activity across the University, and participates in salary surveys and other data exchanges to support compensation research and analysis.

• Provide consulting support for the major areas of compensation including job classification, salary setting, internal equity, temporary overrides, attraction and retention payments, and FLSA compliance.
• Research and analyze market pay rates and internal comparators to support the determination of salary and grade levels for a broad range of non-faculty positions at the University. Prepare classification, salary, and title recommendations for presentation to clients by HR generalists.
• Meet with clients as needed; meet frequently with HR client service team and talent acquisition to collaborate compensation service delivery needs.
• Serve as an internal resource for information regarding standard compensation policies, practices and programs.
• Manage the intake process for all compensation requests for assigned client areas. Ensure that all proper documentation for requested action is complete.
• Follow up with clients and Human Resource staff as needed. Provide guidance and education to HR staff and University clients on compensation philosophy, design, concept, and review process.

• Participate in salary surveys and other data exchanges to provide market information needed to support compensation recommendations and to help identify market trends.
• Work with compensation and human resources staff to ensure that survey positions are matched appropriately.
• Maintain the internal survey warehouse database.
• Maintain and audit market pricings according to department guidelines.
• Ensure that the administration of compensation programs are in compliance with established laws, rules and regulations as well as university policies and procedures.
• Assist, as assigned, in responding to government related audits.
• Partner with the HRIS team and the EEO office to ensure compensation data integrity.

• Assist in the data collection process to support ongoing compensation programs (merit increase program, salary budget planning, executive compensation) as well as major compensation initiatives and projects.
• Assist in or lead design of the development and delivery of tools, communications and training that support University compensation programs, policies and projects
• Other ad hoc assignments related to on going program support and as needed.

Bachelor's degree or equivalent years of experience

• 1-3 yrs compensation experience is required
• Excellent analytical skills with high attention to detail
• Excellent verbal and written communication skills
• Strong knowledge of salary surveys and job matching
• Knowledge of applicable federal and state regulations
• Ability to work well with multiple, changing priorities and tight deadlines
• Strong service orientation and sense of urgency in responding to client requests

Princeton University is an Equal Opportunity and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law.

The University considers factors such as (but not limited to) scope and responsibilities of the position, candidate's qualifications, work experience, education/training, key skills, market, collective bargaining agreements as applicable, and organizational considerations when extending an offer. The posted salary range represents the University's good faith and reasonable estimate for a full-time position; salaries for part-time positions are pro-rated accordingly.

If the salary range on the posted position shows an hourly rate, this is the baseline; the actual hourly rate may be higher, depending on the position and factors listed above.

The University also offers a comprehensive benefit program to eligible employees. Please see this link for more information.