Senior Compensation Specialist / Senior Human Resources Professional I

Senior Compensation Specialist / Senior Human Resources Professional I

• East Lansing, Michigan, United States
• Total Rewards 10070103
• Area of Interest: Human Resources
• Full Time/Part Time: Full Time (90-100%)
• Group: Administrative Professionals- AP
• Remote Work: Remote-Friendly
• Union/Non-Union: Union

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• Support Staff
• Opening on: Sep 2 2026
• Closing at: Sep 15 2026 - 23:55 EDT
• 13
• 75000.00 - 80000.00 Salary Commensurate
• Human Resources
• 1164474

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Working/Functional Title

Senior Compensation Specialist

Position Summary

Michigan State University is seeking a skilled and experienced HR professional to serve as an expert in compensation and classification; in supporting organizations and leadership in meeting university strategic initiatives and complying with policy and contractual requirements. This position supports compensation initiatives through job evaluation, classification reviews, compensation administration, evaluating salary and pay equity concerns, processing pay-related transactions, maintaining classification and pay structures, organizational reviews, and policy interpretation and consultation to units across the university. The role partners closely with HR colleagues, departmental leadership, employee and labor relations professionals, and other stakeholders to ensure compensation practices align with university policies, collective bargaining agreements, and applicable federal and state regulations.

Salary

The salary range for this position is fixed at $75,000 - $80,000. Final compensation will be determined based on relevant experience within this range.

Remote Work Capability

This position is based in East Lansing, Michigan, on the campus of Michigan State University. Human Resources embraces flexible work options, and this position allows for a hybrid work schedule (if desired), with regular onsite work required 1 day per week. All work schedules are assessed for impact to the work outcomes of the individual, team, and department - and must be pre-approved by the supervisor.

What You'll Do

• Conduct position reviews, desk audits, and reclassification analyses to evaluate changes in duties, organizational structure, and workforce needs.
• Assess job duties and responsibilities to determine appropriate classification assignment and FLSA exemption status.
• Collaborate with department leaders and HR partners to gather information and develop well-supported classification recommendations.
• Communicate classification decisions, recommendations, and supporting rationale to stakeholders across the university.
• Administer university compensation programs, including annual salary increase processes, progression increases, longevity pay programs, and minimum wage adjustments.
• Conduct comprehensive market analyses of university positions, matching job duties and scope to appropriate salary survey benchmarks to ensure accurate compensation comparisons.
• Participate in national and regional compensation surveys, including job matching, data submission, and validation of incumbent data prior to submittal.
• Analyze survey results and market data to determine percentile positioning, market ratios, and competitiveness of university pay ranges.
• Translate market data findings into clear, actionable recommendations for pay range adjustments, position pricing, and salary equity analysis.
• Maintain and update university pay structures and salary ranges to support consistent and compliant compensation practices.
• Review and process pay change and additional pay requests, ensuring appropriate approvals, documentation, and policy compliance.
• Consult with departments on salary equity, compression, competitiveness, organizational structures, and compensation-related concerns.
• Review and maintain the university's classification catalog, including the creation, revision, and retirement of classifications as organizational needs evolve.
• Partner with Employee and Labor Relations, HR Information Technology, and other stakeholders on compensation-related bargaining agreement implementation, grievance matters, system enhancements, and special projects.

What We're Looking For

• Demonstrated ability to analyze positions, administer compensation programs, and apply classification principles in a complex organization.
• Ability to evaluate compensation data, interpret policies and regulations, and develop sound recommendations and solutions.
• Skilled at presenting and partnering with leaders, HR professionals, and stakeholders to address compensation and classification challenges.
• Ability to clearly explain complex compensation concepts, recommendations, and decisions to varied audiences.
• Commitment to accuracy and consistent application of federal and state laws, collective bargaining agreements, and university policies.

Why Join Us

• Help shape compensation and classification programs that support thousands of employees across one of the nation's leading public research universities.
• Partner with leaders on meaningful workforce, pay equity, organizational design, and compensation initiatives that influence the future of the institution.
• Join a dedicated group of HR professionals committed to innovation, service excellence, continuous learning, and employee success.

Minimum Requirements

Knowledge equivalent to that which normally would be acquired by completing a four-year college degree program in Human Resources Administration, Business, Statistics, or a related field; three to five years of related and progressively more responsible or expansive work experience in compensation and job classification administration; experience conducting compensation assessments, benchmarking positions, and analyzing and interpreting market data; or an equivalent combination of education and experience.

Desired Qualifications

Experience in higher education; expert knowledge of compensation systems and practices, as well as state and federal regulations pertinent to compensation issues (i.e., FLSA, DOL, EEOC, etc.); experience working in a unionized environment; relevant HR certification such as CCP, PHR, SPHR, SHRM-CP or SHRM-SCP; experience providing consultation to organizational leadership; experience leading and/or serving on project teams.

Equal Employment Opportunity Statement

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, age, disability or protected veteran status.

Required Application Materials

Resume

Cover Letter

Work Hours

STANDARD 8-5

Website

https://hr.msu.edu/

Remote Work Statement

MSU strives to provide a flexible work environment and this position has been designated as remote-friendly. Remote-friendly means some or all of the duties can be performed remotely as mutually agreed upon.

Bidding eligibility ends September 8, 2026, 11:55 PM