Senior Compensation & Classification Specialist

CSU; Pomona (CA); On-site; USD 90,000 - 130,000; Full time

Job summary

Cal Poly Pomona is seeking a seasoned Classification & Compensation professional to manage complex position descriptions, market analyses, and pay equity reviews. The role requires interpreting CSU policies, bargaining agreements, and wage laws to inform management decisions and ensure audit-ready documentation.

The position collaborates with Talent Acquisition, HRIS, and Payroll on workforce planning, compensation actions, and policy updates, while leading classification studies and salary

Qualifications

• Bachelor’s Degree or equivalent with related work experience.
• 3–5 years of experience in classification, compensation, or similar HR area.
• Experience reviewing compliance determinations in regulatory/policy frameworks.
• Ability to interpret employment laws, policies, and CBAs in individual cases.
• Strong writing and analytical skills for formal determinations and compliance communications.
• Ability to work independently on complex problems and manage caseloads.

Responsibilities

• Lead complex position classification, salary placement, and FLSA status determinations.
• Conduct market analyses and prepare confidential, auditable reports for management.
• Perform IC program reviews and determine contractor classifications under AB 5 and related laws.
• Interpret CSU policies, bargaining agreements, and wage-hour laws for actions and compliance.
• Coordinate with campus partners and leadership on workforce planning and compensation impacts.
• Lead or support projects related to classification studies, salary program rollouts, and data integrity.

Skills

Analytical

Writing

Communication

Policy interpretation

Research & analysis

Education

Bachelor’s Degree

Tools

Smartsheet

CSUBuy

PeopleSoft

JDXpert

Microsoft Office

Job description

THE DEPARTMENT

The Classification & Compensation Department supports the university by managing position classification, job evaluation, and compensation programs. The team ensures equity, market competitiveness, and compliance with policies while providing guidance to departments and managers on organizational structure, job design, and salary administration.

DUTIES AND RESPONSIBILITIES

Position Classification, Job Analysis & Salary Administration

• Independently researches, analyzes, and evaluates the most complex position descriptions, reorganizations, and classification studies to determine appropriate CSU classification, salary placement, and FLSA status, applying the whole-job method and CSU Classification & Qualification Standards.
• Conducts reclassification, in-range progression, and equity-adjustment reviews across multiple bargaining units, resolving escalated or sensitive cases involving significant pay-equity considerations and competing classification interpretations.
• Performs internal and external market analysis using CSU salary schedules, systemwide data, and external salary surveys; analyzes salary equity, pay differentials, and workforce trends to recommend fair and competitive compensation actions.
• Prepares detailed, confidential reports and recommendations with defensible rationale for management decision-making, ensuring consistency, accuracy, and audit-readiness across actions.

Policy Interpretation, Advisory Support & Compliance

• Interprets and applies CSU policies, procedures, collective bargaining agreements, and state/federal wage‑and‑hour law to individual classification and compensation actions with accuracy and consistency. Provides high‑level consultation to managers, HR partners, and campus leadership on organizational structure, job design, workforce planning, and the compensation implications of proposed actions.
• Ensures classification and compensation practices comply with CSU standards, bargaining agreements, and applicable law; maintains confidential documentation and prepares complex reports for audits, systemwide reporting, and labor‑relations purposes.
• Assists in developing policy updates, process improvements, and guidelines that strengthen program effectiveness, pay equity, and compensation competitiveness.

Independent Contractor (IC) Program Review & Determination

• Serves as a co‑primary C&C contact for IC and contracting‑out matters; independently evaluates IC request forms and questionnaires, applying the Dynamex ABC Test (codified by AB 5) across all three prongs to determine whether a proposed worker may lawfully be classified as an independent contractor, and documents findings against specific questionnaire responses and applicable law.
• Determines applicability of AB 2257 exemptions (Business‑to‑Business, Professional Services, Performer); applies the Borello multifactor test where an exemption is claimed; coordinates with campus counsel for formal exemption analysis where appropriate.
• Verifies compliance with Public Contract Code Sections 10831‑10832, including current‑employee screening, the two‑year cooling period for former employees, MPP/policy‑making restrictions, and contract‑funded position restrictions.
• Approves or denies IC requests based on legal and policy requirements; manages the request workflow through submission, review decision, background‑check coordination, conflict‑of‑interest referral to ELR, and approval forwarding to Contracts & Procurement; documents each analysis in an audit‑defensible record.

Contracting Out for Services & Union Impact Analysis

• Reviews contracting‑out submissions in accordance with Title 5 CCR Section 43500, CSU Contracting Out Policies and Procedures, and applicable collective bargaining agreements; verifies documentation completeness including justification memo, cost‑benefit analysis, and scope of work.
• Conducts the classification‑anchored union impact review, distinguishing classification‑driven from document‑driven bargaining unit identification, and issues the determination in the required fixed‑format output; refers determinations to Employee & Labor Relations for notice review and maintains complete audit artifact sets.
• Applies CSU classification standards using the whole‑job method; does not rely on trade labels, vendor titles, or equipment used to establish bargaining unit alignment.
• Applies CSU Background Check Policy (HR 2017‑17) to IC and contracted‑services engagements; determines when background checks are required, confirms completion before forwarding approval, and maintains confidentiality in compliance with IPA, FCRA, and ICRA.
• Composes written communications addressing case‑specific determinations, status updates, and compliance requirements; clearly articulates the legal or policy basis for each determination and identifies required corrective action.

Projects, Process Improvement & Other Duties

• Leads or participates in special projects such as systemwide classification studies, market surveys, salary‑program rollouts, or HRIS/system enhancements; represents the campus in CSU workgroups or committees as assigned.
• Identifies opportunities to streamline workflows, enhance data integrity, and improve service delivery; responds to surveys and audits and prepares related reports.
• Performs other job‑related duties as assigned, adapting guidelines and procedures to meet new needs and coordinating with other functional work groups to resolve problems with discretion and excellent customer service.

Collaboration & Campus Partnership

• Partner with Talent Acquisition, Labor/Employee Relations, HRIS, and Payroll to ensure integrated HR practices.
• Provide input on campus workforce planning initiatives, diversity and equity efforts, and strategic HR projects.
• Serve as a liaison between campus leadership and the Chancellor’s Office on classification and compensation matters.

QUALIFICATIONS

• Bachelor’s Degree – or professional training program specific to the position (e.g., Certified Public Accountant) and directly related work experience, or a combination of education and experience which demonstrates the ability to perform the essential functions of the position.
• Three (3) to five (5) years of progressively responsible experience in classification, compensation, or closely related HR functional area.
• Demonstrated experience reviewing, analyzing, and documenting compliance determinations in a regulatory, employment law, or policy framework.
• Experience interpreting and applying employment laws, administrative policies, and/or collective bargaining agreement provisions to individual cases.
• Strong analytical and writing skills with experience composing formal business determinations, compliance communications, or written policy analyses.
• Incumbents at this level work almost completely independently on the most complex problems and work assignments. They possess an advanced and comprehensive knowledge pertinent to the classification and are able to apply this extensive expertise as a generalist or specialist. Experts are proactive and understand problems from a broad, interactive perspective and are able to develop solutions that combine information and ideas in new, unprecedented ways. Incumbents at this level are capable of leading teams and implementation efforts for assigned projects, using advanced communication and listening skills.
• Employees assigned to position skill levels II and III of the Confidential Support Series may be assigned work coordination responsibilities that include: evaluating and setting work priorities; scheduling and assigning work; reviewing work against standards and providing performance feedback; and determining training needs and training staff.
• Knowledge of: California independent contractor law, including AB 5 (Dynamex ABC Test), AB 2257 professional services and business‑to‑business exemptions, and the Borello multifactor test. CSU Technical Letter HR/Salary 2021‑07 and Public Contract Code Sections 10831‑10832 governing CSU employee contracting restrictions. CSU classification standards and the whole‑job classification method as applied to contracting‑out union impact determinations. Applicable collective bargaining agreements (CSUEU, Teamsters, APC) and contracting‑out notice requirements under HEERA. CSU Background Check Policy (HR 2017‑17), including sensitive position criteria and background check requirements for independent contractors and contracted‑services employees. Administrative policy analysis, compliance documentation, and audit‑defensible record‑keeping practices.
• Skills and Abilities to: Independently evaluate IC requests and apply the Dynamex ABC Test to determine appropriate worker classification, documenting analysis with specific reference to questionnaire responses and applicable law. Conduct classification‑anchored union impact analysis using CSU classification standards, correctly distinguishing classification‑driven from document‑driven bargaining unit identification. Interpret and apply federal and state employment laws, CSU policies, and collective bargaining agreement provisions to individual cases with accuracy and consistency. Exercise sound judgment, discretion, and confidentiality in handling sensitive contractor and personnel records in compliance with IPA, FCRA, and ICRA. Communicate compliance determinations and legal rationale clearly in writing to campus departments, ELR, Procurement, and campus counsel. Manage a concurrent caseload of IC and contracting‑out submissions in a deadline‑driven environment with attention to detail and procedural accuracy. Use HR and procurement systems effectively, including Smartsheet, CSUBuy, PeopleSoft, JDXpert, and Microsoft Office Suite (Excel, Word, PowerPoint).

PREFERRED QUALIFICATIONS

• Master’s degree in Human Resources, Public Administration, Business, or a related field.
• Experience in a higher education, public sector, or unionized environment.
• Knowledge of CSU systemwide policies, classification standards, and labor agreements.
• Certification in compensation or HR (e.g., CCP, PHR/SPHR, SHRM-CP/SHRM‑SCP).
• Advanced Excel skills or experience with HR data analytics and reporting.

EQUAL EMPLOYMENT OPPORTUNITY

Consistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti‑discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices.

As a federal contractor, Cal Poly Pomona complies with the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and requests priority referral of protected veterans for our job openings.