Compensation Pillar Lead, Enterprise Resource Planning (ERP) Implementation

Compensation & Classification

Job Description

POSITION
SUMMARY
The 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. This 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 (e.g., salary ranges, structures, job families) and healthcare compensation models is strongly preferred.

KEY
RESPONSIBILITIES
1. ERP Leadership & Functional Ownership (Primary Responsibility –
60%)
Functional Architecture and SME Coordination

• Serves as co-lead of the Core HR team primarily
  designing the compensation, classification, and position management functions within the ERP implementation.
• Leads and
  coordinates SMEs participating in ERP design, testing, data validation, and workflow development; may provide direct or indirect supervision
  and task direction.
• Translates current-state processes into future-state functional requirements, ensuring alignment with project
  goals and HR strategy.

Collaboration and Configuration

• Partners with ERP team including, project
  managers, and external consultants to ensure accurate configuration of compensation structures, job frameworks, pay rules, and approval
  workflows.

Data Migration and Validation

• Oversees the migration, mapping, and validation of compensation
  and classification data, ensuring accuracy and preservation of business logic.

Representation and Design
Support

• Represents the Compensation function in cross-functional design sessions, issue resolution, and governance
  discussions.
• Ensures ERP design supports both traditional compensation models and healthcare-specific compensation practices,
  including market-based pay, clinical ladders, and specialty differentials.

________________________________________
3.
Learning Current Processes and Strategies (20%)

• Gains comprehensive understanding of current compensation and
  classification processes, including job evaluation.
• Participates in salary survey activities to gather market data.
• Engages in benchmarking efforts to compare internal practices with industry standards.
• Collaborates with stakeholders to document
  and analyze existing workflows and data sources.

________________________________________
4. HR Partner Consultation &
Customer Service (10%)

• Provides guidance to HR partners, managers, and leaders regarding compensation practices, pay
  determinations, and classification processes.
• Communicates outcomes and recommendations clearly and with discretion.
• Supports HR leadership with analysis and materials for complex compensation questions.

________________________________________
5. Process Documentation & Continuous Improvement (10%)

• Develops and maintains standard operating procedures, desk guides, and reference materials.
• Identifies opportunities to improve
  efficiency, accuracy, and consistency in compensation and classification processes.
• Supports 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.

Anticipated Hiring
Range

Salary Range: $90,000.00 – $95,000.00 per year

Grade: GGS 012

University Title: ERP Pillar
Lead

Internal applicants can determine their University title by accessing the Talent Profile tile in
myHR.

Application Materials

Resume, letter of interest

Community Information

Columbia offers small-town friendliness with big city features and a high quality of life for people of all ages and interests.
Founded on education and known as an ideal college town, its location also makes it an attractive spot for businesses and travelers. Located
on Interstate 70 and U.S. Highway 63, Columbia is right in the middle of the state and the nation. Just a couple hours’ drive from St. Louis
and Kansas City, Columbia is Boone County’s largest population center offering big-city culture, activities, and resources with a low cost
of living. Columbia is home to a variety of restaurants and entertainment venues and hosts more than a dozen festivals each year. If you
want to grow your career, continue your education, raise a family, and retire, Columbia is a good place to be!

Benefit
Eligibility

This position is eligible for University benefits. As part of your total compensation, the University offers a
comprehensive benefits package, including medical, dental and vision plans, retirement, paid time off, short- and long-term disability, paid
parental leave, paid caregiver leave, and educational fee discounts for all four UM System campuses. For additional information on
University benefits, please visit the Faculty & Staff Benefits website at https://www.umsystem.edu/totalrewards/benefits.
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 573-884-7278.

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