Title and Standard Job Description Library

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Implements and directs the strategy of compensation, market, and classification analysis for a work unit. Consults for and reports unit outcomes to stakeholders, and/or supervises unit staffing in alignment with total compensation goals.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Assists with the development of compensation and classification strategies and establishes objectives to ensure that programs and priorities are in alignment with established goals
  • Performs highly complex and/or unit compensation analysis, resolves issues, and disseminates information for identified employee groups as needed
  • Develops, implements, and monitors operating policies and procedures to ensure compliance with regulations, policies and objectives, and ensure alignment with strategic initiatives
  • Serves as the unit liaison and subject matter expert among stakeholder groups to report on, monitor, consult, and communicate information, advises unit leadership on compensation and classification best practices
  • May direct staff implementation of unit objectives, identifies, develops, and monitors staff performance goals
  • May identify, develop, and facilitates unit staff training opportunities
  • May exercise supervisory authority, including hiring, transferring, suspending, promoting, managing conduct and performance, discharging, assigning, rewarding, disciplining, and/or approving hours worked of at least 2.0 FTE or equivalent employees
• Education: Education describes the minimum level of education that people in this job usually have. Education that is a preferred minimum is recommended for this job but not required. Relevant work experience can satisfy preferred minimum education. A hiring manager may include additional education requirements when recruiting for a position.
  Bachelor's Degree Preferred Minimum
• FLSA Status: Federal regulations determine Fair Labor Standards Act (FLSA) status. Employees who are non-exempt receive overtime pay when they work more than 40 hours in a week. Employees who are exempt do not receive overtime pay when they work more than 40 hours in a week.
  Exempt
• Institution Job: A job that has primary responsibilities that impact the majority or the entirety of the institution, or has significantly larger scope than the school/college/division in which it resides, and typically contains “(Inst)” in the job title or mentions “institution” or “enterprise” in a standard job description.
  No
• Required Supervisory Duty of at Least 2.0 Full-Time Equivalent (FTE) Employees: The supervisor directly oversees the equivalent of at least 2.0 FTE employees or indirectly oversees one or more supervisors. The supervisor has the authority to hire, transfer, suspend, promote, manage conduct and performance, discharge, assign, reward, and discipline employees. The supervisor typically reviews the work of employees and may approve employee timesheets.
  No
• Employee Category: Each employee category is unique in type of work performed, job security, benefits package, and/or ability to organize unions. Assignment to an employee category is based upon job title. Refer to the UW–Madison Employment Categories policy for more information.
  Academic Staff
• Scaled Job: Jobs with the same title may have a different scope of work based on the school, college, or division where the work is performed. Scaling recognizes these differences based on the scope, impact, and complexity of the work performed. A scaled job title has multiple salary grades to align with market data. Learn more about job scaling.
  No
• Salary Range (Annual): Jobs in the same salary grade have similar pay in the market. Each salary grade has a salary range that includes a minimum and a maximum. A job is paid between the minimum and maximum of its salary grade. Learn more about UW's salary structure.
  24: $71,994-133,908
• Job Code: A job code identifies jobs in the university’s human resources system.
  HR014: Compensation Manager

Knowledges and Skills Learning Resources

Each standard job description is linked to a list of knowledges and skills. Knowledges and skills are optional resources to support employee learning and development. Visit the Knowledges and Skills Learning Resources website to learn more.

• Knowledges: Understanding of concepts.
  Learn more about knowledges and skills.
  • Administration and Management
  • Customer and Personal Service
  • Economics and Accounting
  • Mathematics
  • Personnel and Human Resources
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Learning
  • Active Listening
  • Critical Thinking
  • Reading Comprehension
  • Speaking