Responsible for the management of compensation activities at SUNY Upstate in accordance with NYS Civil Service, SUNY, and Research Foundation rules, with Federal and NYS laws, rules and regulations and provisions of each of the (7) collective bargaining agreements.  Collaborates and communicates effectively with staff from the Offices of Human Resources, IMT, Payroll Services, administrative offices, SUNY Systems Administration and Civil Service. Assists in developing and monitoring the compensation structure, policies and procedures for the University.

• Serves as the primary contact and lead with Upstate administrators and staff and to SUNY, NYS Civil Service and Research Foundation on policy interpretation and procedures related to all compensation-related matters
• Conducts compensation surveys and labor market research to determine and analyze compensation structures and individual/group pay plans that are internally equitable and externally competitive
• Determines employee status of independent contractors, extra service staff in accordance with SUNY and RF rules and procedures and IRS regulations
• Administers contractually mandated pay adjustment programs and provide assistance to departments for the equitable distribution of discretionary and other special pay programs
• Oversees nursing compensation structure which includes oversight of appointment salary and on-going geographic differentials
• Monitors, revises, develops compensation policy and procedures that align with the University’s mission
• Develops a process for regular review of current internal salary schedules to ensure salaries are competitive
• Identifies issues, challenges, or problems and recommendation for process improvement; Consults on system enhancements to make improvements
• Monitors the internal equity and external competitiveness of the University’s compensation practices through ongoing evaluation
• Oversees job evaluations and job audits
• Partners with the recruiting team to develop competitive offers for new hires and existing employees
• Advises and influences leadership in compensation strategy, programs, and process
• Evaluates tools (internal HRIS and external compensation vendors) to ensure the University can effectively manage compensation planning and administration
• Provides annual summary of compensation analysis to executive leadership
• Responsible for participation and/or procurement of market studies to ensure ample market data is available for all positions.
• Serves as a key resource and point-of-contact for complex wage and salary inquiries
• Performs supervisory activities for employees to include hiring, mentoring, coaching, counseling, and disciplinary action where warranted.  Conducts performance evaluations on an annual basis