Senior Compensation Programs Analyst

Join our team at the California State University, Office of the Chancellor, and make a difference in providing access to higher education. We are currently seeking experienced candidates for the position of Senior Compensation Programs Analyst. The CSU Chancellor's Office, located on the waterfront adjacent to the Aquarium of the Pacific in downtown Long Beach, is the headquarters for the nation's largest and most diverse system of higher education. The CSU Chancellor's Office offers a premium benefit package that includes outstanding vacation, health, and dental plans; a fee waiver education program; membership in the California Public Employees Retirement System (PERS); and 15 paid holidays a year.

The anticipated salary hiring range is up to $114,636 per year, commensurate with qualifications and experience.

Confidential Administrative Support III

The California State University, Office of the Chancellor, is seeking a Senior Compensation Programs Analyst to independently manage and execute complex compensation and classification projects. Responsibilities include coordinating materials for the Board of Trustees (BOT) University Faculty and Personnel (UFP) committee; preparing executive compensation proposals in consultation with SWHR leadership; analyzing systemwide vice presidential and MPP supplemental compensation requests; conducting compensation studies and complex data analyses; researching and developing policies; preparing executive-level reports, recommendations, and communications; and providing executive administrative support and coordination on special projects and other duties as assigned.

Under the general direction of the Interim AVC, Human Resources Programs and Operations (HRPO), the Senior Compensation Programs Analyst will perform duties as outlined below:

-Oversees, coordinates, and develops materials for BOT UFP including annual vice presidential compensation report (i.e., VP compensation changes, relocation, and executive transition) and ad hoc items (i.e., new appointments, transition programs, etc.). In collaboration with SWHR Leadership, develops agenda items, scripts, and meeting minutes. Researches policies, executive orders, and other applicable documents. Provides consultation to CO executive management.

-Collaborates with SWHR leadership on executive compensation projects and initiatives, including developing total compensation proposals for presidents and system executive appointments and administering the At-Risk Incentive Program and Executive Transition Program. Coordinates related planning, implementation, and reporting for the Board of Trustees, legislature, and CSU executives.

-Prepares formal employment communications for presidents and system executives, including appointment and transition letters, salary increase memos, etc. for executive management’s review and approval. Coordinates with the appropriate campus contacts for implementation as needed.

-Analyzes requests for changes to vice presidential compensation and MPP supplemental compensation, including MPP athletic personnel. Prepares internal equity analyses and other reports for executive management’s review and approval. Coordinates the information gathering process and decision notification to campus.

-Conducts annual salary studies of all staff and management positions as well as ad hoc studies, including executive compensation, to determine competitive position of salaries and salary structures against the external market. Conducts MPP Benchmark for internal equity analysis and systemwide comparison of MPP positions. Conducts corresponding statistical analysis, summarizes data, develops reports, and formulates recommendations as appropriate. Coordinates the systemwide purchase of compensation survey data, as appropriate.

-Participates in the development of in-house compensation surveys on behalf of the CSU. Contacts other universities and organizations to gather information regarding salaries, compensation practices, executive pay, perquisites and benefits, etc. Analyzes data and prepares summary reports as needed.

-Develops and maintains systemwide executive compensation and MPP coaches’ databases which include total compensation information for systemwide executives, presidents, vice-presidents, and MPP Coaches. Produces ad hoc reports and information as needed. Develops and maintains executive compensation reports, e.g., presidents/exec salaries, executive transitions, vice presidents’ salaries, and campus AVPs of Human Resources salaries.

-In collaboration with SWHR leadership, develops, reviews, and updates compensation and classification policies, programs, guidelines and other initiatives. Researches historical policies, practices, executive orders, and other records. Gathers and provides summaries of critical information in support of policy planning, compensation program development, and strategic decision-making efforts.

-Independently researches, gathers, analyzes, and summarizes complex HR data in response to executive, legislative, Board of Trustee, campus, and union requests. Integrates information from multiple internal and external sources and prepares statistical analyses, management reports, and visual presentations.

-In direct collaboration with the VC of HR, Interim AVC of HRPO leads, collaborates on, coordinates, and supports special projects and systemwide compensation initiatives.

-Updates salary-related program/processing web pages; responds to campus input and informational needs.

-Drafts compensation-related HR coded letters to communicate systemwide policies, procedures, and guidance to campuses, and provides input on related coded letters prepared by others in HRPO.

-Working with the Compensation and Classification unit, maintains MPP Job Codes in CIRS, coordinates new code activation in PeopleSoft, coordinates regular audits with campuses, and maintains documentation up to date.

-In collaboration with SWHR leadership, leads, collaborates on, coordinates, and supports special compensation and classification projects and initiatives.

-Performs other duties as assigned.

This position requires:

-Bachelor’s degree in Human Resources or a related field or an equivalent combination of education and related experience.

-Five years of progressively responsible human resources experience, including at least four years in compensation and classification administration and analysis.

-Demonstrated experience in developing compensation policies and programs, participating in salary surveys, conducting market analyses and job evaluations, and preparing executive-level analyses and reports.

-Demonstrated experience in project management, data aggregation and analysis, and report preparation.

-Knowledge of compensation and classification principles, practices, and programs.

-Strong knowledge in a wide range of CSU compensation areas such as salary administration, HR policy and programs, executive compensation, Board of Trustees policies and procedures, etc.

-Excellent research, analytical, problem-solving, and critical-thinking skills.

-Excellent verbal and written communication skills, including the ability to communicate complex compensation information clearly to executives and stakeholders.

-Excellent organizational and project management skills, with the ability to manage multiple priorities and deadlines.

-Proficient with Microsoft Office, including advanced Microsoft Excel skills.

-Ability to collaborate effectively with individuals at all levels of the organization, including executives and board members.

-Strong attention to detail and ability to ensure accuracy in data and compliance with regulations.

-Ability to exercise discretion and maintain confidentiality when handling sensitive personnel and compensation information.

-Experience working with executive compensation, supporting governing boards or comparable senior-level bodies.

-Experience working in the CSU or another higher education environment.

-Experience working in a large, complex, or multi-site organization.

-Experience working in a complex unionized environment.

-Knowledge of laws and regulations governing compensation and wage and hour matters.

-CCP (Certified Compensation Professional) certification.

-Experience using human resources management systems.

Priority consideration will be given to candidates who apply by October 9, 2026. Applications will be accepted until the job posting is removed.

Please click "Apply Now" to complete the California State University, Chancellor's Office online employment application.

Consistent with California law and federal civil rights laws, the CSU provides equal opportunity in education and employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Reasonable accommodations will be provided for qualified applicants with disabilities who self-disclose by contacting the Senior Human Resources Manager at (562) 951-4070.

Please view the Notice of Non-Discrimination on the Basis of Gender or Sex and Contact Information for Title IX Coordinator at: https://www2.calstate.edu/titleix

This position requires new hire employment verification to be processed through the E-Verify program administered by the Department of Homeland Security, U.S. Citizenship and Immigration Services (DHSUSCIS) in partnership with the Social Security Administration (SSA).

If hired, you will be required to furnish proof that you are legally authorized to work in the United States. The CSU Chancellor’s Office is not a sponsoring agency for staff and Management positions (i.e., H1-B VISAS).

Per the CSU COVID-19 Vaccination Policy, it is strongly recommended that all Chancellor’s Office employees who are accessing office and campus facilities follow COVID-19 vaccine recommendations adopted by the U.S. Centers for Disease Control and Prevention (CDC) and the California Department of Public Health (CDPH) applicable to their age, medical condition, and other relevant indications.

California State University, Office of the Chancellor, as part of the CSU system, is a State of California Employer. As such, the University requires all employees upon date of hire to reside in the State of California. As of January 1, 2022, the CSU Out-of-State Employment Policy prohibits the hiring of employees to perform CSU-related work outside the state of California.

The Chancellor's Office policy requires that the selected candidate successfully complete a full background check (including a criminal records check) prior to assuming this position.

Back to search results Apply now Refer a friend