Senior Compensation Analyst, Human Resources and Inclusive Community

Senior Compensation Analyst

Human Resources & Inclusive Community division is responsible for developing and delivering a broad range of services in support of the University's mission, vision and strategies. HRIC is evolving from a traditional operational and service orientation into a highly effective strategic unit advancing the broader strategic initiatives of the University. This role serves as part of the University's Human Resources & Inclusive Community team, reporting to the Director, Classification and Compensation. The Senior Compensation Analyst will be an innovative, collaborative leader that will contribute toward a comprehensive compensation philosophy, which advances the University's objectives and embraces its unique and extraordinary culture.

Position Summary

This position leads the development, implementation, and administration of the University's staff compensation program. The Senior Compensation Analyst is responsible for and manages all job evaluation activities to ensure internal equity, external competitiveness, while adhering to the University's over-arching compensation philosophy. Further, this role operates as a internal consultant, providing analytical expertise, guidance, and interpretation of compensation policies to managers and other University constituents. The Senior Compensation Analyst collaborates with the Director, Classification and Compensation on project planning components relating to compensation program revision, development, and/or re-design.

Essential Functions

• Manages compensation functions, including survey participation, job evaluation, salary structure development, and associated analysis. Ensures that base pay and performance management programs remain competitive and conform to current compensation strategy.
• Expert in market pay practices. Conducts job analysis using quantitative and qualitative job evaluation methodology to determine appropriate salary level according to compensation guidelines and policy and makes classification/pay level determinations.
• Administers annual salary planning review process. Partners with University leadership and executives to ensure consistent administration of merit philosophy.
• Partners with University Budgeting office and other teams within HRIC to forecast impact of government regulations, changes in compensation practices, and new program proposals.
• Analyzes university compensation policies in relation to government wage and hour regulations, prevailing rates for similar jobs in comparable industries or geographic areas and recommends changes as appropriate to establish and maintain competitive rates.
• Collaborates with HR Partners to promote talent management best practices including career laddering, job levelling, and succession planning.
• Develops and implements communication plan regarding University's compensation philosophy including partnership with Marketing & Communications, maintaining Compensation website, etc.
• Manages compensation data to ensure accuracy and streamlines processes for effective administration of compensation programs.
• Partners with IT and HR Services to ensure/audit employee data is accurate and meets all federal and state legal requirements
• In partnership with the Director, Classification and Compensation, designs and implements new programs, i.e., incentive plans, etc.

Knowledge, Skills, and Abilities

Knowledge of:

• Human Resources principles and best practices in compensation including job analysis/evaluation;
• Applicable Federal, State, and local rules, regulations and/or statutes;
• Research methods and data analysis techniques;
• Employee relations principles and practices;
• Customer service principles

Skill in:

• Conducting research, analyzing information and data and presenting findings in a concise format;
• Analyzing and interpreting policies, practices and procedures;
• Conducting studies and preparing sound recommendations;
• Addressing difficult situations in a constructive manner;

Ability to:

• Provide a consultative approach to internal partners and advise on compensation best practices as appropriate in individual situations;
• Design creative solutions to challenges within units and across the University and effectively communicate those in writing and verbally;
• Independently perform a wide range of complex duties under general direction;
• Handle sensitive and confidential matters and situations;
• Build rapport with employees and managers;
• Work with inclusive populations, both internally and externally

Required Qualifications

• Bachelor's Degree in a relevant field such as human resources, business administration or finance. Relevant experience may substitute for the degree requirement.
• 3-5 years of recent, progressively responsible experience in the analysis, design, and/or administration of compensation programs

Preferred Qualifications

• Experience working in higher education

Working Environment

• Standard Office Environment
• Noise level is quiet to moderate
• Some evening and weekend work hours
• Ability to sit in front of a computer for an extended period of time
• Occasionally required to move about the office/campus with the capability of transporting objects up to 20 lbs.

Physical Activities

• Ability to work in front of a computer for extended periods of time.
• Occasionally required to move about the office/campus.

Work Schedule

Monday - Friday, 8:00 a.m. - 4:30 p.m. Some evening and weekend work hours. In accordance with the University's flexible work policy, this position is eligible to be considered for partial hybrid work Further details regarding this plan will be determined with the hiring manager and are dependent on the division and team specific needs.

Application Deadline

For consideration, please submit your application materials by 4:00 p.m. (MST) June 10, 2026.

Salary Grade Number:

The salary grade for the position is 14.

Salary Rate:

The salary rate for this position is $100,000.

The University of Denver has provided a compensation range that represents its good faith estimate of what the University may pay for the position at the time of posting. The University may ultimately pay more or less than the posted compensation range. The salary offered to the selected candidate will be determined based on factors such as the qualifications of the selected candidate, departmental budget availability, internal salary equity considerations, and available market information, but not based on a candidate's sex or any other protected status.

Benefits:

The University of Denver offers excellent benefits, including medical, dental, retirement, paid time off, tuition benefit and ECO pass. The University of Denver is a private institution that empowers students who want to make a difference. Learn more about the University of Denver.

Please include the following documents with your application: 1. Resume2. Cover Letter

The University of Denver is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including sex stereotypes, sex characteristics, sexual orientation, gender identity, and gender expression), marital, family, or parental status, pregnancy or related conditions, national origin, disability, or status as a protected veteran. The University of Denver does not discriminate and prohibits discrimination on the basis of race, color, national origin, ancestry, age, religion, creed, disability, sex (including sex stereotypes, sex characteristics, sexual orientation, gender identity, and gender expression), marital family, and parental status, pregnancy, genetic information, military enlistment, or veteran status, and any other class of individuals protected from discrimination under federal, state, or local law, regulation, or ordinance in any of the University's educational programs and activities, and in the employment (including application for employment) and admissions (including application for admission) context, as required by Title IX of the Education Amendments of 1972; the Americans with Disabilities Act; Section 504 of the Rehabilitation Act of 1973; Title VI and VII of the Civil Rights Act of 1964; the Age Discrimination Act of 1975; the Age Discrimination in Employment Act of 1967; the Equal Pay Act; the Colorado Equal Pay for Equal Work Act; the Colorado Protecting Opportunities and Worker's Rights ("POWR") Act; and any other federal, state, and local laws, regulations, or ordinances that prohibit discrimination, harassment, and/or retaliation. For more information, please see the University of Denver's Non?Discrimination?Statement.

All offers of employment are contingent upon satisfactory completion of a criminal history and National Sex Offender Registry background check.