Reporting to the Manager, Academic Compensation and Special Projects, the Academic Compensation Specialist participates in the planning, development and implementation of new and existing academic compensation initiatives. The incumbent will research and interpret academic compensation trends and practices, used to administer faculty appointment and compensation systems. The Academic Compensation Specialist will develop and maintain academic compensation programs and materials, and act as a resource, liaison and communicator providing compensation expertise.
KEY RESPONSIBILITIES:
• Administer the academic salary and performance assessment systems consistently and equitably. Consult with, advise and lead Faculty administrators. Discuss, advise, and suggest appropriate modifications, interpret policy and collective agreements in order to support the academic appointment process.
• Maintain, update and ensure the accuracy and integrity of data contained within University information systems and within specialized academic compensation programs, databases and files.
• Monitor and guide appointments excluded from union membership, with particular emphasis on temporary senior academic executives leaving and returning to the faculty bargaining unit.
• Participate in determining the strategic direction and planning of academic compensation practices for the University; lead the implementation of new compensation initiatives.
• Conduct quantitative and qualitative analysis on compensation and related academic programs and policies including in-depth analysis of academic compensation models, market data; gap analysis; identify academic trends and assess impact on the University’s policies and programs; conduct research and surveys as needed; make recommendations based on analysis and costing implications; prepare reports and presentations. Responsible for keeping up-to-date and/or improving documentation of academic compensation processes.
• Assume project leadership role as designated by the Associate Vice-Principal (Human Resources). Projects may have implications for the department and/or University. Lead annual projects (e.g. external reporting, surveys, salary increase programs) coordinating roles and responsibilities with the Academic Compensation Analyst.
• Provide general support to University in collective bargaining and relating to grievances and other disputes. Build and maintain internal and external compensation contacts, including participation in the Ontario Council of Academic Vice-Presidents Data Exchange (OCAV-DE).
•Act as a key resource person, liaison and communicator; provide guidance and assistance to relevant parties across the University, including Deans, Faculty office staff, HR Managers and Payroll on a broad range of academic compensation related issues. Develop and maintain communication programs and materials.
• Undertake other duties or special projects as required in support of the Office of the Provost and Vice Principal (Academic) and Human Resources, and other University initiatives.
REQUIRED QUALIFICATIONS:
• University degree in business administration with an emphasis on data analysis, information technology and process management.
• HR or related certification, such as CHRL, CMS, MIR or CMA is considered an asset.
• Demonstrated solid understanding of compensation, payroll and labour relations practices.
• Five years of progressively responsible working experience in administration in both unionized and non-unionized environments.
• Thorough knowledge of applicable legislation (Employment Standards Act, Pay Equity etc.). Knowledge and experience in costing, statistical analysis and business analysis is considered a strong asset.
• Proven track record in a leadership/project management capacity in a university or comparable workplace setting.
• Consideration may be given to an equivalent combination of education and experience.
SPECIAL SKILLS:
• Demonstrated strategic analytical, investigative research, interpretative and problems-solving skills to support on-going programs and to assist with the development of strategic directions.
• Advanced knowledge of statistical, spreadsheet, internet and word processing software programs. Knowledge of university information systems would be helpful.
• Excellent oral and writing skills in order to draft and present proposals, reports/findings and develop efficient processes.
• Proven organizational, planning and project leadership skills to coordinate a wide range of responsibilities. Must be able to make the right decisions with respect to balancing diversity of responsibilities and conflicting deadlines with constant interruptions.
• Excellent interpersonal and communication skills to deal with a diverse client base (e.g. Senior administrators, Deans, Department Heads, employees, union representatives, external agencies and individual faculty members). Due to the nature of job responsibilities, this position requires a high degree of sensitivity and confidentiality
• Excellent judgment and discretion when providing input and direction involving the interpretation of University policies, procedures and Collective Agreement language.
• Respects diversity and promotes inclusion in the workplace.
DECISION MAKING:
• Ensure appropriate individuals are informed of key business concerns and decisions. Determine how to advise and what recommendations to make to administrators and/or staff regarding sensitive academic appointment data and other compensation related matters.
• Participate in the determination of goals and objectives for the Academic Compensation team within Human Resources’ Faculty Relations Office.
• Decide most appropriate time to involve others in resolution of complex issues, and more importantly, mitigate risks by identifying potential problems and providing proactive solutions.
• Determine recommended hiring salaries and other salary adjustments.
• Make decisions as required in project team coordination (e.g. resources required, workload, priorities, and human resource management decisions).
• Make decisions as required in the implementation of multiple annual academic salary review programs.
• Make decisions required for the development and implementation of new compensation and collective bargaining initiatives.