Compensation/Classification Manager

Website University of Massachusetts Dartmouth

This position is eligible for remote work in a hybrid model after successful completion of in-person training period and subject to satisfactory performance.

SUMMARY PURPOSE OF POSITION: Manages all functions of employee compensation for the campus focusing on attracting and recruiting high caliber job applicants and retaining positive performing employees to ensure that the University is successful in a highly competitive job market. Complies with university, state and federal policies and regulations pertaining to pay practices and compensation. Works in concert with HR Business Partners regarding recommendations for staffing roles by conducting complex job analysis to determine appropriate job classification and compensation. Serves as subject matter expert for consulting and advising on compensation related issues, including wage and hour (FLSA) issues, salary structure development, and salary equity studies among others. Responds to various inquiries from managers regarding compensation objectives, policies and procedures.  This position is responsible for the generation and analysis of advanced HR related reports to support the institution’s compensation philosophy and practices. The Compensation/Classification Specialist is expected to exercise skill and mature judgment, to create and maintain a climate of open dialogue; work collegially with other senior administrators; demonstrate excellent fiscal management skills and prudent employee relations skills. The incumbent will be involved in labor relations and collective bargaining processes.   Exceptionally high degrees of confidentiality and discretion are required in this position. As such, the incumbent is a confidential employee as defined in M.G.L. Chapter 150E, Section 1.


  • Works collaboratively with HR Leadership, Recruitment, Benefits, and HR Business Partners to ensure that the University’s compensation practices are successful in attracting, recruiting and retaining top talent
  • Researches leading compensation industry trends and best practices including automated compensation systems and makes improvement recommendations to HR Leadership to ensure the University is utilizing modern practices and processes
  • Interacts with campus senior administrators and members of the President’s Office on sensitive compensation matters, organizational design, workforce planning, and other related matters exercising a high level of confidentiality, discretion and professionalism
  • Administers classified, professional, and faculty collective bargaining agreements and non-unit staff policies and procedures as they pertain to classification and compensation
  • Performs classification and compensation analyses of individuals and groups, as well as departments and makes recommendations to ensure employees are being paid appropriately and fairly
  • Proactively interacts with faculty and staff administrators on proposed new position requests, reclassifications and position updates for faculty and staff positions. Studies position requests (such as through requisitions and job offers) and conducts thorough job analyses on proposed positions, including reclassifications for faculty and staff to make title and salary recommendations within the established Pay Plan
  • Reviews accuracy of position updates by revising job responsibilities, and salary details as appropriate and offers additional guidance to the department as needed
  • Interprets university, federal and state regulations in the analyses of positions. Compiles and analyzes statistical information using spreadsheets and software, designs and implements data collection and reports for position data, salary projections, pay planning and other special projects
  • Participates in collective bargaining and calculates the cost of collective bargaining proposals and suggests creative recommendations on viable alternatives when needed
  • Collaborates with various University colleagues at the other campuses and the President’s office on compensation-related initiatives
  • Calculates all union collective bargaining increases including the creation of new grade and step tables as well as non-unit salary adjustments
  • Works collaboratively with HRPO Office and the Employee Services Team (formerly known as Payroll) to ensure the accurate and timely processing of pay changes and adjustments
  • Works collaboratively with department managers, Deans and other Administrators to place proper compensation value on new vacancies and other positions
  • Responsible for managing, administering and processing of additional compensation for the campus
  • Develops audit procedures and oversight review processes to ensure an accurate salary administration as it pertains to collective bargaining agreements, Board of Trustee policies and grant administration, among others
  • Participates in employee/labor relations issues, and represents the administration on other various committees
  • Represents the campus, as necessary on matters involving grievances and complaints both internal to the campus, and with external regulatory agencies as required
  • Perform other related duties as assigned


EDUCATION:  Bachelor’s Degree or the equivalent combination of experience and education.

EXPERIENCE: Demonstrated experience (over five years) in compensation, classification and salary administration or a financial field, as a professional staff member of a large, complex organization.  Demonstrated ability to successfully apply compensation practices to attract, recruit and retain top talent.


  • Professional competence as an administrator as evidenced by professional growth
  • Excellent oral and written communication skills needed to effectively communicate with campus constituents
  • Strong interpersonal skills needed to educate and influence administrators and senior leaders on compensation matters
  • Ability to maintain a high level of confidentiality and discretion
  • Ability to work independently with self-initiative and minimal oversight
  • Ability to work collegially and collaboratively in a team environment
  • Knowledge of automated large-scale personnel and payroll information systems
  • Knowledge of best practices in compensation field
  • Ability to stay current with new compensation industry practices and trends
  • Demonstrated ability to multitask, manage competing priorities, and meet deadlines
  • Demonstrated analytical and critical thinking skills
  • Ability to exercise excellent discretion, judgment and sound reasoning
  • Ability to analyze compensation data holistically and make fact-based recommendations and decisions
  • Ability to stay nimble and flexible to adjust to changing labor market pressures and demands
  • Ability to weigh risk vs. rewards in decision-making
  • Ability to think outside the box and use creative problem skills to address complex compensation challenges
  • Excellent presentation skills using PowerPoint and Excel
  • Excellent attention to detail


  • Master’s degree in business, finance, human resources or related field
  • Knowledge of and experience with PeopleSoft HRIS
  • Experience with Applicant Tracking Systems
  • Knowledge of grant accounting procedures and their impact on payroll operations
  • Previous Human Resources experience in an institution of higher education
  • Previous experience with Massachusetts Public Institution compensation policies and practices
  • Previous knowledge and experience with the Massachusetts Equal Pay Act (MEPA)
  • Experience with calculating and processing large volume/mass compensation transactions
  • Experience working in a Union environment

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