Compensation Pillar Lead, Enterprise Resource Planning (ERP) Implementation

Position Summary ERP Pillar Lead (Compensation) serves as the primary leader for all compensation and classification components of the University’s ERP replacement initiative. This role’s central purpose is to lead the design, alignment, and implementation of compensation functionality within the new ERP environment. The incumbent develops deep expertise in current‑state compensation practices, data structures, and workflows and translates that knowledge into future‑state system design. The position may provide direct or indirect supervision to Compensation subject matter experts (SMEs) assigned to ERP workstreams. In addition to ERP leadership, the role provides advanced‑level compensation expertise, including market analysis, job evaluation, and consultation. Experience with traditional compensation structures and healthcare compensation models is strongly preferred. Key Responsibilities ERP Leadership & Functional Ownership (Primary Responsibility – 60%): Functional Architecture and SME Coordination. Co‑lead of the Core HR team, primarily designing the compensation, classification, and position management functions within the ERP implementation. Lead and coordinate SMEs participating in ERP design, testing, data validation, and workflow development; may provide direct or indirect supervision and task direction. Translate current‑state processes into future‑state functional requirements, ensuring alignment with project goals and HR strategy. Partner with the ERP team, including project managers and external consultants, to ensure accurate configuration of compensation structures, job frameworks, pay rules, and approval workflows. Oversee the migration, mapping, and validation of compensation and classification data, ensuring accuracy and preservation of business logic. Represent the Compensation function in cross‑functional design sessions, issue resolution, and governance discussions. Ensure ERP design supports both traditional compensation models and healthcare‑specific compensation practices, including market‑based pay, clinical ladders, and specialty differentials. Learn current processes and strategies: gain a comprehensive understanding of current compensation and classification processes, including job evaluation; participate in salary survey activities to gather market data; engage in benchmarking efforts to compare internal practices with industry standards; collaborate with stakeholders to document and analyze existing workflows and data sources. HR Partner Consultation & Customer Service: provide guidance to HR partners, managers, and leaders regarding compensation practices, pay determinations, and classification processes; communicate outcomes and recommendations clearly and with discretion; support HR leadership with analysis and materials for complex compensation questions. Process Documentation & Continuous Improvement: develop and maintain standard operating procedures, desk guides, and reference materials; identify opportunities to improve efficiency, accuracy, and consistency in compensation and classification processes; support audit and compliance activities related to compensation programs and position data. Shift Monday - Friday, 8am - 5pm Minimum Qualifications Bachelor’s degree or equivalent combination of education and experience, and five years of relevant experience. Preferred Qualifications ERP implementation experience strongly preferred, particularly in a functional lead or SME capacity. Experience with traditional compensation structures and healthcare compensation models preferred. Experience with salary survey participation and market pricing methodologies preferred. Experience working with HRIS or ERP systems in a data‑intensive capacity strongly preferred. Equal Employment Opportunity The University of Missouri is an Equal Opportunity Employer. To request ADA accommodations, please call the Director of Accessibility and ADA at View phone number on click.appcast.io. #J-18808-Ljbffr University of Missouri-Columbia