Compensation Analyst

Department

BSD HRO - Human Resources Operations

About the Department

The Human Resources department within the Biological Sciences Division (BSD) of the University of Chicago provides HR support to BSD administrative and operational leaders for over 2400 staff employees in mission critical research positions. Established in 1930, the BSD is comprised of faculty from the clinical and basic sciences. In this unique academic community, a unified division delivers undergraduate, graduate, medical, and postgraduate education in the biological sciences together with outstanding patient care and world-renowned research. The BSD is the largest unit of the University and currently includes approximately 135 faculty in the 10 basic science departments, over 800 faculty in 13 clinical departments, and 2400 staff members. The BSD includes the Pritzker School of Medicine (PSOM), approximately 24 academic units, degree-granting committees, and research centers and institutes. The BSD is located on the University's main campus in Hyde Park, adjacent to the University of Chicago Medical Center, and 20 minutes south of downtown Chicago.

Job Summary

The Compensation Analyst is responsible for supporting the design, implementation, and administration of the Biological Sciences Division's programs to ensure internal equity, external competitiveness, and compliance with applicable regulations. This role conducts market analyses, evaluates job classifications, and partners with HR and BSD leaders to provide data-driven recommendations on pay structures, incentive programs, and compensation policies. The Compensation Analyst also supports annual processes such as salary reviews, market benchmarking, and compensation surveys, ensuring alignment with the BSD's Mission Vision and Values.

Responsibilities

• Assists in development and administration of organization-wide compensation programs. Assures, through audits, reports, and personal contact, that organization compensation programs are consistently administered in compliance with company policies and government regulations.

• Provides guidance and assistance to the Human Resources team, BSD (Biological Science Division) Leadership, and employees on compensation programs while adhering to the BSD’s and regulatory guidelines. Maintains and updates compensation policies and procedure documents and related materials, including salary structures, job code listing, etc.

• Participates in and completes unit specific market salary surveys. Maintains the organization’s market pricing tool/database for all organizational jobs. Assesses market competitiveness, internal equity, and position salary grade assignments. Collaborates with management to determine cost, budget, and adjustments to ensure fair and competitive pay practices.

• Performs salary analyses/assessments and drafts related recommendations and costing when necessary for analyzing market trends and internal equity alignment.

• Evaluates new or revised job descriptions and position reclassification requests and recommends salary range assignment in cooperation with management staff and HR partners including appropriate communication and follow through of approved implementation.

• Oversees the maintenance of the job description library to ensure current and accurate documents for all positions.

• Ensures job descriptions meet all regulatory standards.

• Audits and determines the FLSA (Fair Labor Standard) classification of positions based on Department of Labor regulations and guidelines.

• Acts as the compensation liaison and consultant to central University human resources for compensation practices, policies, and procedures.

• Assists in developing training for HR and business partners on compensation processes.

• Keeps informed on trends and regulatory changes relevant to compensation administration and compliance.

• Interprets compensation policies, processes, and governance. Analyzes and manages the base pay structure and governance approach.

• Works to coordinate the job evaluation process, including facilitating internal peer reviews and external competitive market pricing surveys and assessments.

• Performs other related work as needed.

Minimum Qualifications

Education:

Minimum requirements include a college or university degree in related field.

Work Experience:

Minimum requirements include knowledge and skills developed through 2-5 years of work experience in a related job discipline.

Certifications:

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Job Family

University Human Resources

Role Impact

Individual Contributor

Scheduled Weekly Hours

40

Drug Test Required

No

Health Screen Required

No

Motor Vehicle Record Inquiry Required

No

Pay Rate Type

Salary

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FLSA Status

Exempt

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Pay Range

$70,000.00 - $85,000.00

The included pay rate or range represents the University’s good faith estimate of the possible compensation offer for this role at the time of posting.

Benefits Eligible

Yes

The University of Chicago offers a wide range of benefits programs and resources for eligible employees, including health, retirement, and paid time off. Information about the benefit offerings can be found in the Benefits Guidebook.

Posting Statement

The University of Chicago is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender, gender identity, or expression, national or ethnic origin, shared ancestry, age, status as an individual with a disability, military or veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.

 

Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.

 

All offers of employment are contingent upon a background check that includes a review of conviction history.  A conviction does not automatically preclude University employment.  Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.

 

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