Senior Compensation & Classification Specialist

Type of Appointment: Full-Time Probationary

Job Classification: Confidential Administrative Support III

Anticipated Hiring Range: $5357 - $7000 per month

Work Hours: Monday - Friday 8am - 5pm unless otherwise notified

Recruitment Closing Date: October 3 2025

THE DEPARTMENT:

The Classification & Compensation Department supports the university by managing position classification job evaluation and compensation programs. The team ensures equity market competitiveness and compliance with policies while providing guidance to departments and managers on organizational structure job design and salary administration.

DUTIES AND RESPONSIBILITIES:

Position Classification & Job Analysis

• Research analyze and evaluate position descriptions to determine appropriate CSU classification salary placement and FLSA status.
• Conduct reclassification reviews reorganizations and in-range progression analyses in alignment with CSU Classification & Qualification Standards and collective bargaining agreements.
• Prepare detailed reports and recommendations for management decision-making ensuring confidentiality and consistency.

Compensation Research & Salary Administration

• Perform research and market analysis using internal data CSU salary schedules and external salary surveys.
• Analyze salary equity pay differentials and workforce trends to recommend fair and competitive compensation actions.
• Develop confidential reports and analyses with recommended courses of action for senior HR leadership.

Policy Interpretation & Advisory Support

• Interpret and apply CSU policies procedures and bargaining agreements related to classification and compensation.
• Provide confidential consultation to managers HR partners and campus leadership on organizational design job structuring and compensation practices.
• Assist in developing recommendations for procedural or policy changes to improve program effectiveness.

Compliance Reporting & Documentation

• Ensure classification and compensation practices are consistent with CSU standards federal/state wage and hour laws and labor agreements.
• Maintain confidential documentation and prepare complex reports for audits systemwide reporting or labor relations purposes.
• Support the development of management positions in sensitive cases requiring confidential analysis.

Projects & Process Improvement

• Lead or participate in special projects such as systemwide classification studies market surveys salary program rollouts or HRIS system enhancements.
• Identify opportunities to streamline workflows enhance data integrity and improve service delivery to the campus community.
• Represent the campus in CSU workgroups or committees related to classification and compensation.

Collaboration & Campus Partnership

• Partner with Talent Acquisition Labor/Employee Relations HRIS and Payroll to ensure integrated HR practices.
• Provide input on campus workforce planning initiatives diversity and equity efforts and strategic HR projects.
• Serve as a liaison between campus leadership and the Chancellors Office on classification and compensation matters.

QUALIFICATIONS:

• Bachelors Degree - Or equivalent from an accredited institution in accounting business administration or a related field OR a combination of education and experience which provide the required knowledge
• Three (3) to five (5) years of progressively responsible experience in classification compensation or closely related HR functional area. Demonstrated experience conducting job analysis position classification and salary placement decisions. Strong analytical writing and presentation skills. Experience interpreting and applying employment laws policies and/or collective bargaining agreements.
• Knowledge of: CSU Classification & Qualification Standards CSU Salary Schedule and applicable collective bargaining agreements. Principles and practices of position classification job analysis compensation and salary administration. Federal and state wage and hour laws (e.g. FLSA) employment law and HR compliance requirements. Research methods and data analysis techniques used in compensation studies and labor market analysis. Organizational structures job design and workforce planning strategies in higher education or large complex organizations.
• Skills and Abilities to: Analyze complex position descriptions and organizational structures to recommend appropriate classifications and salary actions. Conduct market studies interpret compensation survey data and prepare clear analytical reports. Exercise sound judgment discretion and confidentiality in handling sensitive HR information. Communicate effectively both orally and in writing with diverse campus stakeholders including managers staff and executives. Interpret and apply policies procedures and bargaining unit agreements consistently and fairly. Build collaborative relationships with campus partners HR colleagues and Chancellors Office representatives. Manage multiple projects and priorities in a deadline-driven environment with attention to detail. Provide consultation and training to managers and HR staff on classification and compensation practices. Use HRIS systems applicant tracking systems and Microsoft Office Suite (Excel Word PowerPoint) effectively.

PREFERRED EXPERIENCE:

• Masters degree in Human Resources Public Administration Business or a related field.
• Experience in a higher education public sector or unionized environment.
• Knowledge of CSU systemwide policies classification standards and labor agreements.
• Certification in compensation or HR (e.g. CCP PHR/SPHR SHRM-CP/SHRM-SCP).
• Experience with market pricing salary surveys and compensation program design.
• Advanced Excel skills or experience with HR data analytics and reporting.

Out of State Work

The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSUs mission is to prepare educated responsible individuals to contribute to Californias schools economy culture and future. As an agency of the State of California the CSUs business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information go to the CSU Out-of-State Employment Policy.

Background Check

Cal Poly Pomona will make a conditional offer of employment to final job candidates pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information and/or it is discovered that the candidate knowingly withheld or falsified determining the suitability of the candidate for the position Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature gravity and recency of the conviction the candidates conduct performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information go to the CSU Background Check Policy.

CSU Classification Salary Range

This position is part of the Confidentials - C99 bargaining unit. The CSU Classification Standards for this position are located on the CSU Classification Standards CSU Salary Schedule is located on the CSU Salary Schedule classification salary range for this position according to the respective skill level is: minimum$5357 and maximum$13360per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position.

Employment Eligibility Verification

Cal Poly Pomona hires only individuals lawfully authorized to work in the United compliance with federal law all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information go to the Acceptable I-9 website.

University Driving Requirements

Positions that require driving for university business by using apersonal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Drivers license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points if their license is Class C or 4. Not have more than 5 DMV Points if their license is Class A B or C with endorsements. For more information go to the Authorized University Driver Policy.

Child Abuse/Neglect Reporting Act (CANRA)

The person holding this position is considered a mandated reporter under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. See policy at the Child Abuse/Neglect Reporting policy.

Security & Fire Safety

In compliance with state and federal crime awareness and campus security legislation including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act California Education Code section 67380 and the Higher Education Opportunity Act (HEOA) Cal Poly Pomonas Annual Security Report and Annual Fire Safety Report are available for viewing at: and Pay Transparency Nondiscrimination

As a federal contractor Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about discussed or disclosed their own pay or the pay of another employee or applicant. For more information see the Pay Transparency Nondiscrimination Provision poster.

Reasonable Accommodation

We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at . For more information go to Employment Notices.

Equal Employment Opportunity

Consistent with California law and federal civil rights laws Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race sex color ethnicity or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964 Title IX of the Education Amendments of 1972 the Americans with Disabilities Act (ADA) Section 504 of the Rehabilitation Act the California Equity in Higher Education Act Californias Proposition 209 (Art. I Section 31 of the California Constitution) other applicable state and federal anti-discrimination laws and CSUs Nondiscrimination Policy. We prohibit discriminatory preferential treatment segregation based on race or any other protected status and all forms of discrimination harassment and retaliation in all university programs policies and practices.

Other Notices

For other important employment notices we invite you to visit Cal Poly Pomonas Employment Notices web page.