Compensation Analyst

COMPENSATION ANL 3 (007726)

UCPath Position ID: TBD_1000112

Position Description History/Status

Approved Date:

7/14/2026 4:52:55 PM

Date Last Edited:

7/14/2026 4:52:53 PM

Last Action Effective Date:

Organization Details

Business Unit (Location):

LACMP

Organization Code:

5100O

Organization:

CAMPUS HUMAN RESOURCES VICE CHANCELLOR

Division Code:

5910D

Division:

CAMPUS HUMAN RESOURCES

Department:

361000 - CAMPUS HUMAN RESOURCES

Position Details

UCPath Position Number:

TBD_1000112

Position Description ID

262480

UC Payroll Title:

COMPENSATION ANL 3 (007726)

Personnel Program

Professional and Support Staff (PSS)

Salary Grade:

Grade 23

Job Code FLSA:

Exempt

Union Code (Collective Bargaining Unit):

99: Non-Represented (PPSM)

Employee Relations Code:

F: All Others - Confidential

Employee Class (Appt Type):

2 - Staff: Career

Full-Time Equivalent (FTE)

1

SUPERVISION

UCPath Reports to Position Number:

40068183

Reports to Payroll Title:

HR Manager 2

UCPath Department Head Position Number:

41212370

Department Head Payroll Title:

CHF HR EXEC ME

SUPERVISION - Indicates that the incumbent performs a variety of routine duties within established policies and procedures or by referral to the supervisor’s guidelines.

POSITION SUMMARY

The Compensation Analyst is responsible for compensation and classification analysis, program administration, and consulting for campus or systemwide units. The position conducts job classification reviews, salary analyses, market benchmarking, and provides recommendations to leadership and client departments to ensure compliant compensation practices. This role collaborates with Human Resources partners, campus leadership, and the UC Office of the President to ensure compliance with policy and data integrity across UCPath and HR systems. Assist Compensation Consultants with program administration and wage implementations.

OMPENSATION

Campus Human Resources provides a full range of human resource management services through its various units, including Benefits, Central Resource Unit, Compensation and Classification, Central Resource Unit, Employee and Labor Relations, HR & Payroll Operations Center, Learning and Organizational Development, Staff and Faculty Counseling Center, and Talent Acquisition and Workforce Planning.

The UCLA Compensation Unit is responsible for the classification and reclassification of positions, managing classification systems, and overseeing wage and salary programs in collaboration with campus stakeholders. Additionally, the Compensation Unit administers JDXpert, a comprehensive position description management system and workflow engine designed to facilitate classification and reclassification requests.

Classification & Compensation Consulting

1. Reviews and evaluates new and revised position descriptions and requisitions for represented, non-represented and management positions to determine appropriate classification. Make internal and external comparisons as necessary.

2. Use appropriate analytical tools to gather pertinent job content information and comparative organizational data.

3. Write clear, concise and accurate reports, correspondence and documents.

4. Communicate classification decisions and rationale.

5. Collaborate with Employee/Labor relations on classification matters impacting bargaining unit placement or contract interpretation.

6. Consult/advise Compensation leadership on significant issues or those that deviate from normal circumstances.

7. Provide consultative guidance and training to departments for classification, reclassification, organizational design, and position management.

8. Provide guidance on, and oversight review and approve, decisions on compensation-related actions such as stipends, equity increases, and dual employment, ensuring alignment with policy and internal equity.

50%

Data Analysis

1. Apply a variety of statistical analyses and methodologies such as mean, median, weighted average, mode, etc. when computing salary data or assessing comparable positions

2. Provide consultative guidance on request for pay analysis to client departments.

3. Responsible for reviewing, distributing, and follow up with campus departments on data integrity or compliance reports from UC Office of the President.

4. Provide guidance to campus departments on data corrections and ensuring future compliance.

5.  Work with Wage Implementation Coordinator in implementing campus and contract increases or payments.  Responsible for reviewing, distributing, and follow up with campus departments on wage implementations.

20%

FLSA Resolution Program Oversight

1. Review and recommend multiple FLSA resolution requests for student and staff employees from all campus departments; coordinate with Graduate Education and Academic Personnel on establishing an FLSA resolution.

2. Document decisions for future reference or compliance review.

3. Notify Compensation Consultants when necessary of special cases or exceptions arise.

15%

Program Support & Special Projects

1. Assists the Human Resources Technical Project Manager with ongoing HRIS improvements; serve as the Compensation team’s subject matter expert in project meetings. Coordinate project tasks and timelines for HRIS system initiatives and ongoing systems (e.g., JDXpert, HRSD).

2. Participate in compensation-related projects and initiatives, as needed. 

3. Provide Compensation Consultants with Compensation Program support as needed.

4. Assist with reporting requests from campus departments or campus/OP leadership.

15%

•

Performs other duties as assigned.

•

Complies with all policies and standards.

•

Complies with the University of California, Los Angeles (UCLA) Principles of Community.

•

This position description is not intended to be a complete list of all responsibilities, duties or skills required for the job and is subject to review and change at any time, with or without notice, in accordance with the needs of the organization.

QUALIFICATIONS

Bachelor's Degree

in Human Resources, Business, Economics, Public Administration, or related field, OR equivalent combination of education and related experience.

Required

3–5 years of compensation or classification experience, preferably in higher education or public sector environments.

Required

Proficiency in compensation and job evaluation practices and systems; experienced in applicable wage and hour laws and regulations.

Required

Ability to interpret and explain laws, policies, procedures and guidelines to campus departments and employees.

Required

Demonstrated excellent written, verbal and oral presentation abilities.

Required

Knowledge of salary survey methodologies and market analysis.

Required

Skill in prioritizing assignments to complete work in a timely manner when faced with changes in workload and assignment, demanding deadlines, competing requirements and heavy workload.

Required

Skill in running and preparing ad-hoc reports.

Required

Excellent interpersonal communications and collaboration skills to work with a variety of clients, employees and colleagues.

Required

Ability to identify, evaluate and provide solutions to problems.

Required

Proficiency in MS Office Suite and strong MS Word, Excel and PowerPoint skills.

Required

Demonstrates high data quality in HRIS inputs and reporting; completes regular program administration tasks (e.g., merit/equity cycles) with minimal rework.

Required

SPECIAL REQUIREMENTS AND/OR CONDITIONS OF EMPLOYMENT

Background Check: Continued employment is contingent upon the completion of a satisfactory background investigation.

Live Scan Background Check: A Live Scan background check must be completed prior to the start of employment.

LOCATION AND PHYSICAL, ENVIRONMENTAL, MENTAL (PEM) REQUIREMENTS

Environment and Work Location Information

Environment Type:

Non-Clinical Setting

Location Setting:

Campus

Location:

Wilshire Center

Standing/Walking

X

Sitting

X

X

Bending/Stooping

X

Squatting/Kneeling

X

Climbing

X

Lifting/Carrying/Push/Pull 0-25 lbs

X

X

Lifting/Carrying/Push/Pull 26-50 lbs

X

Lifting/Carrying/Push/Pull over 50 lbs

X

Physical requirements other

X

Chemicals, dust, gases, or fumes

X

Loud noise levels

X

Marked changes in humidity or temperature

X

Microwave/Radiation

X

Operating motor vehicles and/or equipment

X

Exposures other

X

Sustained attention and concentration

X

X

Complex problem solving/reasoning

X

X

Ability to organize & prioritize

X

X

Communication skills

X

X

Numerical skills

X

X

Mental demands other

X

X

Classification 3:  Position in which exposure to blood, body fluids or tissues is not part of the position description. The normal routine task involves no exposure to blood, body fluids or tissues and the employee can decline to perform tasks which involve a perceived risk without retribution.