Compensation Associate

The Compensation Range is the span between the minimum and maximum base salary for a position. The midpoint of the range is approximately halfway between the minimum and the maximum and represents an employee that possesses full job knowledge, qualifications and experience for the position. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job.

Evaluates and classifies new and vacant positions for job postings. Conducts weekly audits of job postings.

Advises employees and departments on the classification processes and reviews positions for reclassification.

Advises employees and departments on the interpretation of collective agreements and handbooks on salary administration matters and salary programs.

Administers salary administration programs.

Supports the Compensation team in the development and maintenance of salary structures for all the employee groups.

Investigates and resolves the UBC community’s systems-related (compensation-specific) and compensation issues, referring more complex enquiries to senior members of the team.

Supports the Compensation team in the development of survey questionnaires, conducts market research, and conducts and completes surveys. Participates in compiling, analysing and presenting market data from surveys for various employee groups.

Provides input in the development and revision of job guidelines.

Prepares compensation data for Public Sector Employer Council (PSEC), in accordance with government regulations.

Participates in a variety of compensation or HR projects to enhance and improve salary administration for employee groups.

Conducts training for employees and managers on job evaluation, compensation and salary management matters.

Performs other duties as related to the job

Consequence of Error/Judgement

Exercises initiative and independence to meet unusual situations. Exercises judgment based upon knowledge of procedures, guidelines, agreements and regulations and make decisions based on them. Provides accurate advice and information to enhance the effective and efficient operation of Compensation and client departments. Job descriptions reviewed by this position typically fall within clearly defined parameters; where there are unclear parameters, the incumbent seeks guidance from more senior members of the team.

Inappropriate advice or inaccurate information may have a negative impact on the University’s relationship with unions and associations. Inaccuracies in data reporting may have reputational impacts on the University.