Compensation Manager

Applicants must be authorized to work in the United States.

All employees are expected to maintain a permanent residence within the State of Utah as a condition of employment. New employees must provide a valid Utah residential address within 30 days of their start date.

The Compensation Manager plays a pivotal role in administering and enhancing the institution’s compensation programs, ensuring alignment with strategic goals and regulatory requirements. Under minimal supervision and working closely with the Compensation Director,  this role provides leadership in compensation operations and serves as acting Director during absences. The Compensation Manager also supervises compensation staff and leverages systems to drive data-informed decisions and process efficiency.

Essential Duties & Responsibilities:

• Collaborate with the Compensation Director to design, implement, and maintain compensation and pay structures and policies
• Lead job evaluations, salary benchmarking, market analysis, and internal equity reviews for staff, and executive roles
• Supervise compensation analyst(s), providing coaching, performance feedback, and professional development and fostering a collaborative, service-oriented culture
• Serve as acting Compensation Director as needed, ensuring continuity of leadership, decision making, and strategic oversight
• Manage day-to-day compensation operations, including inquiries, research, evaluations, classification placement, determining salary ranges, reviewing salary exceptions, internal equity reviews, reclassifications, and pay adjustments including additional pay such as stipends and one-time payments for staff and administrative positions across the organization

• Conduct several annual salary surveys, analyzing market data, and other pay equity analyses

• Develop and deliver compensation-related training, resources, and communications
• Provide data and reporting for fiscal year rollover; send out annual staff salary notifications
• Oversee compensation functions of Informed Budget Process (IBP)

• Assists in the design and modification of forms to facilitate compensation actions

• Provide guidance to HR partners, departments, managers, and employees on compensation-related inquiries

• Partner with the Budget Office for applicable funding for all full-time staff positions and for positions coming through the Informed Budget Process (IBP)
• Partner with Employment team to ensure that position information in Banner is consistent with ATS
• Track job description changes to ensure correct information and update available systems and tools 

• Collaborate with HR, Budget, Payroll, and department leaders to support workforce planning, budget alignment, market competitiveness, and organizational changes
• Provide, develop, and maintain compensation structures, reporting, analytics, and process improvement to keep up with market best practices for compensation
• Utilize available systems and tools to conduct data analysis, generate reports, and streamline workflows; identify opportunities for process improvement and automation within compensation operations
• Support compliance with applicable laws, regulations, and institutional policies
• Other duties as assigned

• Must be comfortable with ambiguity and change with ability to make decisions to move work forward
• Strong knowledge of compensation principles, structures, job evaluation methods, and market research and pricing tools
• Experience developing, updating, and maintaining class and salary structures
• Ability to analyze data, provide concise and constructive opinions, and convey information in a clear manner 
• Skill in logic, critical thinking, problem-solving, and finding solutions from multiple angles 
• Excellent analytical, interpersonal, and communication skills (both verbal and written)
• Ability to lead projects, work as a team player, and make decisions independently 
• Demonstrated intermediate skill in the use of computer software applications including MS Excel, Applicant Tracking Systems, and other compensation software
• Knowledge of Fair Labor Standard Act (FLSA), Equal Pay laws, and other related federal and state laws.
• Ability to lead and supervise compensation staff. 
• Knowledge of organizational development, change management, general HR, performance management, employee engagement, and career development. 
• Deep understanding of Talent Management and how it relates to policy, merit and/or performance, and organizational design
• Ability to communicate effectively with a broad range of people with a variety of abilities and backgrounds, to maintain good working relationships across the College
• Ability to work with all groups from a variety of academic, socioeconomic, cultural, and ethnic backgrounds, and with community college students, faculty, and staff, including those with disabilities. 

• Bachelor's degree in human resources or related field
• Two (2) to five (5) years of related experience to include compensation (1 direct year minimum) human resources, employment, business, employee relations, management etc. 
• Trade offs in education and experience considered on a 1:1 basis (one year of experience equals one year of education and vice versa).

• Experience in higher education
• Certification (or progress toward certification) is a plus:
  • CCP - Certified Compensation Professional
  • SPHR - Senior Professional Human Resource certification through HRCI
  • PHR - Professional Human Resource certification through HRCI
  • SHRM-SCP - Senior Certified Professional in HR
  • SHRM-CP - Certified Professional in HR
  • PMP - Project Management Professional

SLCC Information

Salt Lake Community College is Utah’s largest open-access college in the state. We proudly educate 45,000+ students pursuing degrees in 100+ programs across 8 areas of study, and Utah’s fastest growing industries and four-year baccalaureate programs consistently welcome SLCC graduates. Every SLCC employee has a hand in transforming students’ lives to strengthen its surrounding communities. SLCC employees work at 8 locations across the valley and capital city of Salt Lake with easy access to the beautiful Wasatch Mountains, world-class outdoor recreation, sporting events, museums, history, and arts and entertainment.

Salt Lake Community College seeks and values contributions from each community member and welcomes new perspectives. A respectful work environment is its top priority; academic excellence and lasting transformation occurs when we can collaborate freely. As an emerging Hispanic Serving Institution, SLCC leads the state with the highest enrollment of students from the Latinx/a/o community. SLCC is committed to serving students and being a model for inclusive and transformative education.

Salt Lake Community College (SLCC) is fully committed to policies of equal employment and nondiscrimination. The College does not discriminate on the basis of race, color, national origin, age, sex, sexual orientation, gender identity, genetic information, disability, religion, protected veteran status, expression of political or personal beliefs outside of the workplace, or any other status protected under applicable federal, state, or local law.

SLCC is a participating employer with Utah Retirement Systems (“URS”). In addition to URS, SLCC offers several other retirement account options.

This position is subject to a successful completion of a criminal background check.