Lead, Classification and Compensation Programs

Type of Appointment: Full-Time Probationary

Job Classification: Confidential Administrative Support III

Anticipated Hiring Range:$5357 - $8379 per month

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

Recruitment Closing Date: October 6 2025

THE DEPARTMENT:

The Employee and Organizational Development and Advancement department is located within the Division of Administrative Affairs and is committed to recruiting retaining and developing the most talented productive and engaged employees for Cal Poly Pomona. By selecting the right people and developing their potential employees strengthen their commitment skills and knowledge which builds a more productive and engaged workforce therefore increasing motivation to improve performance that promotes a feeling of value and reduces employee apathy and turnover.

DUTIES AND RESPONSIBILITIES:

Program Oversight & Work Coordination

• Act as lead for the classification and compensation unit providing day-to-day guidance direction and oversight of staff assignments.
• Set work priorities assign projects monitor progress and review work for accuracy and consistency.
• Provide coaching mentoring and training to classification and compensation staff to build expertise and ensure professional growth.
• Recommend staff development opportunities and identify training needs.

Advanced Classification & Compensation Analysis

• Independently review and approve the most complex classification reclassification in-range progression and equity adjustment requests.
• Conduct high-level organizational analyses including reorganizations and large-scale classification studies.
• Resolve escalated or sensitive cases involving multiple bargaining units or significant pay equity considerations.
• Serve as a subject matter expert on CSU systemwide standards policies and salary schedules.

Consultation Policy & Strategic Support

• Provide high-level consultation to managers executives and HR partners on workforce planning job design and organizational structure.
• Advise campus leadership on the implications of classification and compensation actions including collective bargaining impacts.
• Draft policy updates process improvements and guidelines for classification and compensation programs.
• Assist the Director in developing long-range strategies for pay equity talent retention and compensation competitiveness.

Research Reporting & Compliance

• Conduct confidential research prepare in-depth analytical studies and draft reports with recommended courses of action for senior leadership.
• Monitor compensation trends and conduct salary benchmarking against CSU campuses and external markets.
• Ensure compliance with CSU Classification & Qualification Standards collective bargaining agreements and state/federal wage and hour laws.
• Prepare confidential documents reports and recommendations that support labor negotiations or management positions.

Special Projects & Systemwide Coordination

• Lead or participate in CSU systemwide workgroups classification studies and compensation program initiatives.
• Represent the campus in system discussions and working committees related to salary programs job design and pay equity.
• Manage or coordinate special projects such as salary program rollouts HRIS/payroll enhancements or compensation audits.
• Identify and implement process improvements that streamline workflows improve data integrity and enhance customer service.

Confidential Support & Collaboration

• Provide confidential support to the Director and campus leadership in preparing management positions related to labor relations and negotiations.
• Partner with Talent Acquisition Employee/Labor Relations HRIS and Payroll to ensure integrated HR practices.
• Support leadership with confidential analyses that contribute significantly to the development of management positions.

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 a closely related HR discipline. Demonstrated experience independently conducting job analysis classification reviews and salary placement decisions. Experience preparing reports conducting research and making policy or procedural recommendations. Demonstrated ability to maintain confidentiality and provide support in labor relations or other sensitive management contexts.
• Knowledge of: CSU Classification & Qualification Standards salary schedule and collective bargaining agreements. Principles and practices of job analysis compensation organizational design and salary administration. Federal and state wage and hour laws employment regulations and HR compliance requirements. Methods of research data collection and statistical analysis used in classification and compensation studies. Public sector and higher education HR practices including confidential support for labor and employee relations.
• Skills and Abilities to: Independently analyze complex position descriptions reorganizations and salary actions and provide sound recommendations. Lead coordinate and mentor staff including setting priorities assigning work and providing feedback. Conduct salary benchmarking and prepare confidential reports with recommended courses of action for senior management. Interpret and apply CSU policies procedures and bargaining agreements consistently and equitably. Communicate effectively and diplomatically with all levels of the organization including executives. Handle sensitive and confidential information with discretion integrity and professionalism. Think strategically and contribute to long-range planning policy development and process improvement. Use HRIS systems data analytics tools and Microsoft Office Suite (particularly Excel) effectively.

PREFERRED EXPERIENCE:

• Masters degree in Human Resources Business or a related field.
• Experience in a higher education public sector or unionized environment.
• Prior experience leading or mentoring staff or coordinating work assignments.
• Familiarity with CSU systemwide classification standards policies and procedures.
• Certification in HR or compensation (e.g. CCP PHR/SPHR SHRM-CP/SHRM-SCP).
• Advanced Excel and HR data analytics/reporting skills.

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$13360 per 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.