Type of Appointment: Full-Time, Probationary 

Job Classification: Confidential Administrative Support III

Anticipated Hiring Range: $5,357 - $7,000 per month 

Work Hours: Monday - Friday, 8am - 5pm, unless otherwise notified 

Recruitment Closing Date: October 3, 2025

 

 

THE DEPARTMENT:

The Classification & Compensation Department supports the university by managing position classification, job evaluation, and compensation programs. The team ensures equity, market competitiveness, and compliance with policies while providing guidance to departments and managers on organizational structure, job design, and salary administration.

 

DUTIES AND RESPONSIBILITIES: 

Position Classification & Job Analysis

• Research, analyze, and evaluate position descriptions to determine appropriate CSU classification, salary placement, and FLSA status.
• Conduct reclassification reviews, reorganizations, and in-range progression analyses in alignment with CSU Classification & Qualification Standards and collective bargaining agreements.
• Prepare detailed reports and recommendations for management decision-making, ensuring confidentiality and consistency.

Compensation Research & Salary Administration

• Perform research and market analysis using internal data, CSU salary schedules, and external salary surveys.
• Analyze salary equity, pay differentials, and workforce trends to recommend fair and competitive compensation actions.
• Develop confidential reports and analyses with recommended courses of action for senior HR leadership.

Policy Interpretation & Advisory Support

• Interpret and apply CSU policies, procedures, and bargaining agreements related to classification and compensation.
• Provide confidential consultation to managers, HR partners, and campus leadership on organizational design, job structuring, and compensation practices.
• Assist in developing recommendations for procedural or policy changes to improve program effectiveness.

Compliance, Reporting & Documentation

• Ensure classification and compensation practices are consistent with CSU standards, federal/state wage and hour laws, and labor agreements.
• Maintain confidential documentation and prepare complex reports for audits, systemwide reporting, or labor relations purposes.
• Support the development of management positions in sensitive cases requiring confidential analysis.

Projects & Process Improvement

• Lead or participate in special projects such as systemwide classification studies, market surveys, salary program rollouts, or HRIS system enhancements.
• Identify opportunities to streamline workflows, enhance data integrity, and improve service delivery to the campus community.
• Represent the campus in CSU workgroups or committees related to classification and compensation.

Collaboration & Campus Partnership

• Partner with Talent Acquisition, Labor/Employee Relations, HRIS, and Payroll to ensure integrated HR practices.
• Provide input on campus workforce planning initiatives, diversity and equity efforts, and strategic HR projects.
• Serve as a liaison between campus leadership and the Chancellor’s Office on classification and compensation matters.

 

QUALIFICATIONS:

• Bachelor's Degree - Or equivalent from an accredited institution in accounting, business administration or a related field OR a combination of education and experience which provide the required knowledge
• Three (3) to five (5) years of progressively responsible experience in classification, compensation, or closely related HR functional area. Demonstrated experience conducting job analysis, position classification, and salary placement decisions. Strong analytical, writing, and presentation skills. Experience interpreting and applying employment laws, policies, and/or collective bargaining agreements.
• Knowledge of: CSU Classification & Qualification Standards, CSU Salary Schedule, and applicable collective bargaining agreements. Principles and practices of position classification, job analysis, compensation, and salary administration. Federal and state wage and hour laws (e.g., FLSA), employment law, and HR compliance requirements. Research methods and data analysis techniques used in compensation studies and labor market analysis. Organizational structures, job design, and workforce planning strategies in higher education or large, complex organizations.
• Skills and Abilities to: Analyze complex position descriptions and organizational structures to recommend appropriate classifications and salary actions. Conduct market studies, interpret compensation survey data, and prepare clear analytical reports. Exercise sound judgment, discretion, and confidentiality in handling sensitive HR information. Communicate effectively, both orally and in writing, with diverse campus stakeholders including managers, staff, and executives. Interpret and apply policies, procedures, and bargaining unit agreements consistently and fairly. Build collaborative relationships with campus partners, HR colleagues, and Chancellor’s Office representatives. Manage multiple projects and priorities in a deadline-driven environment with attention to detail. Provide consultation and training to managers and HR staff on classification and compensation practices. Use HRIS systems, applicant tracking systems, and Microsoft Office Suite (Excel, Word, PowerPoint) effectively.

 

PREFERRED EXPERIENCE: 

• Master’s degree in Human Resources, Public Administration, Business, or a related field.
• Experience in a higher education, public sector, or unionized environment.
• Knowledge of CSU systemwide policies, classification standards, and labor agreements.
• Certification in compensation or HR (e.g., CCP, PHR/SPHR, SHRM-CP/SHRM-SCP).
• Experience with market pricing, salary surveys, and compensation program design.
• Advanced Excel skills or experience with HR data analytics and reporting.

 

 

Out of State Work

The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California.   The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to the CSU Out-of-State Employment Policy. 

 

Background Check

Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to the CSU Background Check Policy.

 

CSU Classification Salary Range

This position is part of the Confidentials - C99 bargaining unit. The CSU Classification Standards for this position are located on the CSU Classification Standards website. The CSU Salary Schedule is located on the CSU Salary Schedule website. The classification salary range for this position according to the respective skill level is: minimum $5,357 and maximum $13,360 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position.

 

Employment Eligibility Verification

Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire.  For more information, go to the Acceptable I-9 website. 

 

University Driving Requirements

Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Driver’s license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points, if their license is Class C or, 4. Not have more than 5 DMV Points, if their license is Class A, B, or C with endorsements. For more information, go to the Authorized University Driver Policy.

 

Child Abuse/Neglect Reporting Act (CANRA) 

The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. See policy at the Child Abuse/Neglect Reporting policy.

 

Security & Fire Safety 

In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at: https://www.cpp.edu/pdfs/annual_security_report.pdf and https://www.cpp.edu/housing/documents/fire_safety_report.pdf.

 

Pay Transparency Nondiscrimination

As a federal contractor, Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.  For more information, see the Pay Transparency Nondiscrimination Provision poster.

 

Reasonable Accommodation

We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at ADACoordinator@cpp.edu. For more information, go to Employment Notices.

 

Equal Employment Opportunity

Consistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices. 

 

Other Notices

For other important employment notices, we invite you to visit Cal Poly Pomona’s Employment Notices web page.