Palmerston North, Manawatu-WanganuiJob description : Remuneration CoordinatorPosition Purpose The role of Remuneration Coordinator is responsible for providinganalysis and research, leading to the design and delivery of innovativeremuneration processes.
In addition, providing day-to-day analysis andadvice on remuneration and incentives, and providing recommendationsfor continuous improvement of remuneration processes, which meet theUniversity's needs.
Department : People and CultureLocation : Palmerston North or WellingtonReports to : Manager Remuneration and ReportingResponsible for : No staff report to this roleDelegations : NilJob Title : Coordinator Human Resources, Remuneration and ReportingKey relationships : INTERNAL : HR Advisors, Client Group Administrators, College AcademicManagers, Head of Departments, Pro Vice Chancellors, Collegeadministration staff, Academic staff, Promotion Committee members, JobEvaluation committee members.
EXTERNAL : Suppliers / Vendors / Consultants, Networks / user groups,Equivalent roles at other universities, Relevant professional bodies.
Context : 1Massey core capabilities2Accountabilities Provide advice on remuneration matters for individual cases andRemuneration occupational groupsManagement Develop and maintain remuneration communication materialsincluding web material, tools, and guides.
Develop and deliver training for managers and HR staff Work closely with HR advisors to on matters, which requirespecialist support.
Develop and deliver yearly initiatives as per the annual Peopleand Culture plan relating to the remuneration portfolio Be the first point of contact for People and Culture for all jobSupport the provision evaluation requests.
Triaging, where necessary, request for jobof a job evaluation evaluations.service for the Support the University Job Evaluation Committee and the Chair ofUniversity that committee.
Support the scheduling and operational needs of job evaluationcommittee. Job evaluation meetings will be scheduled on aquarterly basis to evaluate positions across the UniversityEvaluate new and existing position on a "one-
off" basis or moreformally as a committee member. As part of a regular cycle, identify positions, which may need tobe evaluated.
Keep a record of all position, which have been evaluated usingMercer WIN, and loading evaluation outcomes into PSenterprisesystem (HRIS).
Provide regular reporting and analysis of job evaluation outcomesUpdate documentation as required. Plan, initiate, and manage the annual Academic PromotionsManagement of the round.
annual academic Be the first point of contact for advice and support to managers,promotions roundstaff and HR Advisors. Coordinate the yearly timetable of theacademic promotions cycle.
Update all relevant documentation. This includes the levels 1 - 4and level 5 promotions booklets, web content, and all relevanttemplates.
Prepare schedules for Head of Institutes / Schools, Pro Vice-Chancellors and the Provost that are related to promotionactivities and eligibility.
Manage any ongoing developments of the online applicationsystem. Facilitate the yearly cycle of preparing the online promotionssystem to go live .
Work closely with IT stakeholders to ensure continuousimprovement of the promotions system. Provide training and advice to staff and applicants on the use ofthe online promotions system Coordinate the yearly review of the process and contribute tocontinuous improvement.
Coordinate the promotion appeals process. Develop reports summarising the yearly promotions round,including drawing in comparative data from previous years.
Summary reports of the annual process and statistics are reported3annually to the Academic Promotions Review Committee. Prepare any written material necessary to complete the annualround.
This includes : summaries of decisions, decision letters,reports, and responses to appeals. Facilitate training and development which supports qualityapplications, good decision making, and adherence to theprocesses set out in the promotions guidelines.
Provide advice to the University Academic Promotions Committeeand through the HR Advisors to College Committees on processand remuneration.
Provide high levels of support to the yearly cycle of salary reviewPlan, initiate and rounds (including the professional services staff (covered by IEA'smanage the annual or within Grade 8) and academic staff salary review process).
cycle of salary Plan, manage, and lead the activities in relation to the provision ofreviews. remuneration service to the Colleges and Service Lines.
Provide information to the Colleges and Service Lines, whichidentify staff eligible for salary increases considered under therelevant process.
Prepare and send relevant reports and documentation. Thisincludes ensuring up to date salary data is provided to managersas part of the guidance, which supports quality decision making.
Follow up with Colleges and Service Lines to ensure timely returnof completed information. Complete the processing of salary reviews, ensuring decisionsare processed for payroll action.
Provide advice on the processes. Provide analysis of remuneration review outcomes andprospective budget planning for potential pay increases.
Support benchmarking exercises and complete salary surveyCompilation of activities to ensure the collection of reliable salary information isaccurate submissions available to the university.
to market surveys Lead the collection of internal salary information, which isprovided, to relevant surveys the university subscribes.
Thisincludes Mercers Total Remuneration Survey and Hay's Paynetsurvey. Ensure a large sample of positions are submitted as part of theTRS yearly data collection.
Manage the Mercer WIN database,ensuring all new and existing positions that have been evaluatedunder IPE are loaded into the system.
Manage relationships with external providers. Develop data visualization reporting capabilities to helpReport writing communicate key trends and observations Work closely with the People and Culture reporting team,retrieving data which can be turned into meaningful stories andillustrations.
To carry out other duties, which may reasonably be required fromProjects and other time to time in the course of the University’s business and whichduties fit the role’s purpose as stated, and for which the position holderis qualified or has received adequate training or instruction.
Participate actively as a member of relevant Universitycommittees or working groups as required. To participate in projects as required.
Observe all Massey University safe work policies, procedures,Health and Safety and instructions. Take responsibility for your own health and safety and ensure noaction or inaction on your own part harms others in the workplace.
4Qualifications and ExperienceQualifications : Relevant tertiary qualification desirable.Experience : Previous remuneration experience using systems, preferably withMercerWIN, Hay -
Paynet and HRIS systems such as PSenterprise.Intermediate to advanced Excel experience with and some report writingskills are preferred.
Working in a University environment with exposure to the academicpromotions process is highly desired. Project management exposureusing Agile methodologies is desirable.
Capabilities - Technical : Knowledge of compensation structure and related concept andRemuneration ability to design, implement and evaluate compensationManagement programs, policies and processes within an organisation.
Essential Conducts job analysis and salary survey activities within theUniversity. Adheres to government and industry remuneration legislation,policies and standards.
Assists in developing variousremuneration programs within an organisation. Co-ordinates remuneration activities with HR and business staff.
Implements remuneration packages for employees. Applies HR policies, operational processes and considerations;Human Resource able to implement HR related tasks, processes, and projects toOperations ensure that day-
to- day operations run smoothly. Provides generalist HR advice, support and resources for keyEssentialstakeholder group. Champions and facilitates the adoption ofnew methods and techniques for HR and business initiatives.
Demonstrates in-depth knowledge of all areas within OperationalHR (E.g. Remuneration, Performance Improvement,Development, Employee Relations) Takes ownership and participates in the continuous developmentof HR operations policies, standards and processes.
Works with stakeholders to plan, prioritise and review HR workplan for applicable area. Monitors key HR performanceindicators for stakeholder group, providing analysis andreporting.
Working knowledge of major responsibilities, accountabilities,Human Resources and organisation of the HR function and the ability to use andPolicies, Strategies effectively administer the organisation's HR policies, strategiesand Environment and environment.
Oversees the key relationships and dependencies between HREssentialand other business components. Collaborates with stakeholderon the implementation of organisational HR policies, strategiesand plans.
5 Facilitates organisational procedures to ensure effective HRstrategic planning and operations. Coaches key stakeholders onbest practise HR process and policy.
Knowledge of tools, techniques and processes for gathering andData Gathering and reporting data; ability to apply them as appropriate.
Reporting Participates in projects to gather data for needs analysis.Interprets and explains results of a data gathering initiative.
Essential Detects and summarises patterns in data and findings byproducing simple reports. Customises data fields to meetspecific needs.
abilityFinancial Analysis to read, interpret and draw accurate conclusions from financialand numerical material.Desirable Conducts and documents analyses of a variety of financialstatements and indicators.
Anticipates the potential impact ofdecisions based on financial data analysis.Capabilities - behavioural : Adapts listening and facilitation styles to others' communicationCommunication styles.
Essential Analyses audiences to understand their composition andperspectives. Balances the use of visual and verbal elements to maximiseinterest and impact.
Have good written and oral communication skills Responds to day-to-day operational priorities while still makingManaging Multiple progress on project work.
Priorities Performs at least 2-3 concurrent activities without reducingEssential productivity. Obtains information about how current assignments contribute toorganisational goals.
Recognises changing demands and priorities; validates changeswith management. Completes current work according to assigned priorities.
Knowledge of the techniques and the ability to work with aInterpersonal variety of individuals and groups in a constructive andRelationshipscollaborative manner.
Essential Establishes and maintains credibility and appropriateconfidentiality with stakeholders Establishes and maintainsproductive working relationships with key stakeholders internallyand externally.
Contributes as a member with multiple teams that span function,issue, location and time zone Identifies and addresses potentialissues with stakeholders.
Able to coach and influence internal and external stakeholders,building constructive working relationships6 Generates new ideas, approaches and solutions in response toContinuous changing demands or environment.
Transformation Integrates emerging industry best practices into current workingEssential processes. Builds an environment of openness to new ideas andapproaches.
Works with stakeholders to deal with, respond to and activelyseek changes and innovative opportunities. Develops KPIs and training materials to assess, build andnurture continuous transformation.
Provides a level of customer-centric service excellence thatService Excellence contributes to the department's objectives.
Provides a quality of service that stakeholders describe asEssentialexcellent. Provides direct service to internal or externalstakeholders.
Responds to unexpected stakeholders requests with a sense ofurgency and positive action. Able to respond to commonstakeholder queries and problems or escalate if required Demonstrates expertise in quality assurance tools, techniques,Accuracy and and standards.
Attention to Detail Processes large quantities of detailed information with highEssential levels of accuracy. Productively balance speed and accuracy.
Implements a variety of cross-checking approaches andmechanisms. Evaluates and contributes to best practices. Makes sure to know organisation-
wide policy, procedures, andConfidentiality internal experts on confidentiality.Essential Identifies information within own function that cannot be disclosed.
Under guidance, deals with situations or information requiringconfidentiality Takes responsibility for escalating issues that impact on plannedResults Orientation work and outcomes.
Maintains focus on critical work standardsEssential and expectations. Documents how results were obtained to support knowledgetransfer and best practices.
Helps others drive tasks tocompletion as appropriate. Able to track and complete agreed work in planned timeframes.Pre-employment checksPre-
employment Requirement to pass a Criminal and Traffic Convictions (Security)checks : Check performed by the Ministry of Justice.
Requirement Requirement to pass a Credit History Check performed by VedaAdvantage Personal Information Services.7