JOB POSTINGThis is a CAMPUS ONLY recruitment. Only current employees, or former employees with current Preferential Rehire rights will be considered for this position. Former employees with Preferential Rehire rights should apply through the external candidate gateway and identify themselves as such in their application to be considered for this position. Current UCSC employees must apply to the job posting in the Internal Candidate Gateway. If you accessed this recruitment through the Internal UCSC gateway, you can apply via the "Apply" button at the bottom of this job posting. If you accessed this recruitment through the external gateway, you should access the internal job posting by going to the jobs.ucsc.edu weblink and clicking the "Internal UCSC Applicants" button.
If you are a current UCSC employee and apply through the External Candidate Gateway, you will not be considered for this position.
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INITIAL REVIEW DATE (IRD) UC Santa Cruz jobs are posted until filled. All application materials submitted by 11:59 pm on the IRD will be routed to the hiring team for consideration. NOTE: Applicants who miss the IRD are still encouraged to apply; their materials will still be forwarded for consideration if requested by the hiring team. Application materials cannot be accepted outside of the jobs portal. Applications cannot be edited on an applicant's behalf. For more information about the IRD and the applicant review process, view this link .
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11-30-2026 DEPARTMENT OVERVIEW Staff Human Resources (SHR) is dedicated to building a strong and healthy university by propelling the university mission, engaging and developing people, empowering our campus partners, building trust and teamwork, and providing excellent Human Resource services. Staff Human Resources (SHR) provides strategic leadership, guidance, and operational support to the campus community across several key human resources functions, including Benefits, Business Administration, Employee & Labor Relations, HR Business Systems, Learning & Development, Talent Acquisition, and Compensation & Classification.
The Compensation & Classification team provides consulting and advisory services to the campus community in the following areas: Compensation planning, development, and administration. Position classification, reclassification, and organizational reviews. Implementation and administration of wage changes. Salary administration, including salary adjustments and awards. Analysis of salary survey and market compensation data.
More information can be found at: https://shr.ucsc.edu/
JOB SUMMARY Under the general direction of the Associate Vice Chancellor - Chief HR Officer, this position strategically leads the campus compensation and classification unit, establishing long-range goals, maintaining functional pay programs, and evaluating organizational processes for effectiveness and compliance. The incumbent manages and directs a team of compensation professionals, allocating resources and guiding staff to achieve operational objectives aligned with system-wide policies, programs, processes, and collective bargaining agreements.
Responsible for complex data analysis and overall pay structure maintenance, the manager drives compensation and classification strategies that foster workforce stability while providing updated business processes and training for campus clients. Additionally, serving as the primary liaison to the system-wide compensation team, the position exercises exceptional judgment and political acumen to consult executives, managers, and employees on sensitive compensation and classification issues and executes large-scale strategic initiatives.
APPOINTMENT INFORMATION Budgeted Salary: $150,000 - $165,000/annually. Salary commensurate with skills, qualifications and experience.
Under California law, the University of California, Santa Cruz is required to post a reasonable estimate of the compensation for this role. The salary shown above is the budgeted amount the University reasonably expects to pay and the salary extended should not exceed this posted amount.
Benefits Level Eligibility: Full benefits
Schedule Information: - Full-time, Fixed
- Percentage of Time: 100%, 40 Hours per Week
- Days of the Week: Mon-Fri
- Shift Includes: Day
Employee Classification: Career appointment
Job End Date: None
Work Location: UC Santa Cruz Scotts Valley Campus
Union Representation: Non-Represented
Job Code Classification: COMPENSATION MGR 1 (000616)
Travel: Never or Rarely
JOB DUTIES 30% - Strategic Planning and Leadership - Identifies and develops short- and long-range unit goals and objectives under the direction of the Associate Vice Chancellor - Chief HR Officer.
- Encourages regular review and evaluation of existing procedures to maximize operational efficiency, update business processes, and ensure strict compliance with policy and Collective Bargaining Agreements.
- Serves as the lead on special compensation initiatives, utilizing high-level judgment and political acumen to manage large-scale strategic projects across the campus and system-wide.
25% - Staff Management - Directs, manages, and supervises the daily operations of professional Compensation and Classification staff members.
- Establishes and communicates clear departmental objectives, assigns staff and resources to meet unit goals, and sets performance expectations for subordinate staff.
- Conducts performance evaluations and establishes measurable goals for direct reports.
- Provides coaching and feedback to direct reports. Initiates disciplinary actions in compliance with university policies, collective bargaining agreements and campus procedures.
- Identifies training needs and coordinates professional development opportunities.
- Identifies and implements efforts to improve efficiency, quality, and responsiveness.
- Fosters an environment that promotes a culture of professionalism, inclusion, and respect within the team.
- Encourages teamwork and a culture of learning among staff.
- Effectively uses and strategically deploys technology to improve the quality and relevance of services.
25% - Consultation and Collaboration - Provides expert consultation, interpretation, and application of compensation policies, salary structures, guidelines, and procedures to campus executives, directors, managers, and employees.
- Advises campus clients on organizational changes, classification actions, wage implementations, and custom compensation strategies.
- Develops, implements, and communicates updated business processes, reference materials, and training programs to campus stakeholders.
- Serves as the primary campus contact and representative to the Office of the President and system-wide compensation committees on compensation and wage implementation matters.
- Collaborates with Labor Relations on union accretions, Unfair Labor Practices (ULPs), classification challenges, and wage implementations; partners with Employee Relations on organizational changes.
- Collaborates with staff human resource units on matters relating to recruitment, retention, professional development, and benefits.
- Provides feedback, analysis, and recommendations regarding wages, ancillary pay, overtime, reclassifications, transfers, and promotions to support collective bargaining negotiations.
20% - Compensation and Classification Program Management - Assesses competitive market trends by analyzing salary statistics and external surveys, utilizes complex data analysis to develop and maintain compensation programs and pay structures that support workforce stability.
- Manages system-wide and local wage implementations, technology updates, and the ongoing development/review of job descriptions, series concepts, and job family structures.
- Audits and reviews position classifications and compensation actions to ensure consistent application across all campus departments.
REQUIRED QUALIFICATIONS - Bachelor's degree in related area and/or equivalent experience and/or training.
- Demonstrated knowledge of compensation programs and initiatives, related business systems, base pay, internal salary and external market analysis, variable compensation and equity programs.
- Demonstrated knowledge of federal / state legislation and labor contracts that affect compensation policies, as well as understanding of current business trends.
- Knowledge of the University of California policies and procedures, human resources-related policies and practices, and fiscal and/or budget processes.
- Excellent project management skills.
- Excellent interpersonal skills, including the ability to guide senior leaders.
- Excellent collaboration skills
- Excellent written communication skills with demonstrated ability to provide written analysis and recommendations.
- Excellent verbal communication skills with demonstrated ability to provide oral presentations.
- Leadership and mentorship skills with the ability to guide and develop staff.
- Demonstrated analytical skills to conduct analysis and develop recommendations, demonstrating problem solving, and critical thinking skills.
- Advanced computer skills (Word, Excel and Google Suites).
SPECIAL CONDITIONS OF EMPLOYMENT - Selected candidate will be required to pass a pre-employment criminal history background check.
- Selected candidate must pass the employment misconduct disclosure process.
- Ability to work long periods of time at a computer with or without accommodation.
- The selected candidate has the option to work a hybrid work schedule. If a hybrid work schedule is confirmed, the selected candidate must be able to work successfully from a home/remote office and be able to fulfill the requirements of the UCSC telecommuting agreement.
- This position requires the ability to report to campus to work in-person as operationally required, with reasonable notice as determined by your manager; travel expenses not covered.
- Must reside within the State of California.
- Ability to travel to multiple work locations on and off campus.
- Ability to maintain appearance and conduct suitable for working in a professional setting.
- Selected candidate will be required to complete training within established time frames as directed including UC compliance training.
MISCONDUCT DISCLOSURE REQUIREMENT As a condition of employment, the final candidate who accepts a conditional offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; received notice of any allegations or are currently the subject of any administrative or disciplinary proceedings involving misconduct; have left a position after receiving notice of allegations or while under investigation in an administrative or disciplinary proceeding involving misconduct; or have filed an appeal of a finding of misconduct with a previous employer.
- "Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, d
