Job Description

Intra-Department (Only Employees Currently Working in TOPS Human Resources Department and SCIT Members May Apply)

Interim Position

Full-Time

8/19/26-8/23/26

Days and Shifts: 1st Shift, M-F 8a-5p

Wage: $25.78

Eligible Employer for Public Student Loan Forgiveness as a non-profit

SCIT recognizes that work-life balance is essential in day to day operations. Our Flexible Schedule and Telework options for employees make it possible to balance the needs of your family while still being on track at work. Flexible Schedule and Telework options are based on the departments need. The Tribe is a community based organization and we understand your family life is important, it’s important to us too.

Here are some of the benefits our team members get working for the Tribe: 16 Paid Holidays off include: New Year’s Day, M.L. King Jr. Day, President's Day, Easter Monday, Memorial Day, Juneteenth, Independence Day, SCIT National Holiday, Labor Day, Michigan Indian Day, Veteran's Day, Thanksgiving, Christmas Eve, Christmas Day and New Year’s Eve. We never miss those special moments with our children, family & friends due to working.

Our paid time off accruals for annual and sick leave are as followed: 0-3 years of service = 2 hours of annual & sick per 40 hours worked; 3-9 years of service = 3 hours of annual & sick per 40 hours worked; 10 years or more of service = 4 hours of annual & sick per 40 hours worked. Plus you get 16 hours of personal time per calendar year (prorated based on your start date, resets every Jan.1). We also have Bereavement, Longevity, Fitness, and maternity/paternity leave.

Full Time employees get Medical, Dental, & Vision insurance. Flex Spending accounts, Teladoc, life insurance, accidental death, Long Term Disability, Aflac, and 401K which SCIT matches up to 4%.

Prescription plan with free fills on most generic brands when using our Cardinal Pharmacy.

Under the supervision of Compensation Manager, conducts job and market analysis, benchmarks positions, participates in compensation surveys, maintains compensation records and position documentation, and provides analytical support for compensation- related initiatives.

Essential Duties and Responsibilities:

• Conduct market pricing and compensation analyses using approved salary survey sources; identify appropriate benchmark matches based on duties, scope, minimum qualifications, level of responsibility, and organizational structure.
• Research, evaluate, and document appropriate market benchmark matches using multiple compensation survey sources; analyze market benchmark percentiles and comparable positions to ensure consistency and accuracy of market data.
• Participate in annual salary surveys. Analyze both formal and informal compensation surveys. Continually review and adjust survey matches to ensure the best match to the market.
• Prepare market analysis findings and supporting documentation for review by the Compensation Manager for new positions, reclassifications, and other compensation-related requests.
• Review Position Justification requests and supporting documentation for completeness and accuracy prior to conducting market analysis.
• Compile and analyze internal compensation data for similarly situated positions to support the Compensation Manager’s review of internal equity.
• Maintain compensation data related to salary structures, pay grades, and assist with analysis of range minimums, midpoints, maximums, compression, and market competitiveness.
• Assist the Compensation Manager with data preparation and analysis related to COLAs, minimum wage changes, salary structure adjustments, and other organization-wide compensation initiatives.
• Maintain compensation records and documentation, including market analyses, approved wage actions, position histories, job descriptions, organizational charts, salary survey information, and approved Compensation actions.
• Audit compensation-related HRIS data for accuracy, including job titles, pay grades, classifications, wage rates, and reporting relationships, and identify discrepancies for review..
• Research FLSA and applicable wage-and-hour requirements, as they relate to position classification and provide findings to the Compensation Manager.
• Assist with organization-wide compensation studies and special projects, including data collection, validation, job matching, market analysis, and implementation support.
• Maintain official Compensation records for approved job descriptions and organizational charts and ensure approved classification and reporting structure changes are accurately documented.
• Review and evaluate new and revised positions and conduct market analyses to support recommendations regarding appropriate salary grade, job title, and FLSA classification.
• Research and monitor compensation market trends and provide findings to the Compensation Manager regarding market competitiveness, recruitment, and retention.
• Research and monitor FLSA compliance. Communicate findings and potential concerns to the Compensation Manager.
• Review compensation related reports from the HRIS, as needed, to perform audits on compensation related information.
• Assist with HRIS regarding requirements and testing for compensation-related system enhancements and upgrades.
• Provide coverage to other Compensation staff as necessary.
• Adhere to employee confidentiality and complies with HR policies and federal regulations under the Privacy rules of the Health Insurance Portability and Accountability Act (HIPAA).
• Provide excellent customer service for all internal and external customers of the operations at all times. Provide solutions for customer concerns and continually focus on customer service as our top priority.
• Must maintain strict confidentiality and present a positive, professional demeanor and image at all times.
• The above duties and responsibilities are not an all-inclusive list but rather a general representation of the duties and responsibilities associated with this position. The duties and responsibilities will be subject to change based on organizational needs and/or deemed necessary by the supervisor.

Contacts/Purpose of Contacts:

• Contact with all HR department staff to respond to inquiries.
• Contact with all department supervisory staff in order to inquire and respond to compensation concerns.
• Contact with other tribal organizations, outside regulatory agencies, compensation vendors to analyze and review compensation processes and available products.

Minimum Qualifications:

• Bachelor`s degree in Human Resources, Business Administration, Finance, Accounting, or related field.
• Two years` of progressively responsible Human Resources experience in Human Resources or related field.
• An equivalent combination of education and directly related experience may be considered.
• Experience with Human Resource Information Systems.
• Proficient with Microsoft Office applications, with intermediate to advanced Excel skills required. Candidates will be tested on Excel proficiency.
• Experience working with data analysis, research or market/benchmarking information.
• Must be able to pass background check to meet the employment eligibility requirements as they pertain to the position.

Desired Qualifications:

• Compensation experience specifically in job evaluation, market salary analysis and salary survey participation and interpretation.
• Certified Compensation Professional (CCP) designation through WorldatWork preferred; with a willingness to pursue.

License, Certification, or Special Requirements:

• Ability to obtain HIPAA training and certification within probationary period.
• Native American preference shall apply to all positions.

Knowledge, Skills, and Abilities:

• Knowledge and understanding of applicable tribal, federal and state laws, regulations and requirements.
• Knowledge of compensation principles and practices, including job evaluation, market pricing, salary surveys, FLSA classification, data analysis, internal equity, and compensation-related HRIS processes.
• Knowledge of computerized information systems.
• Knowledge of department organization, functions, policies and procedures.
• Demonstrated understanding of HR processes and data across the employee lifecycle.
• Skill in operating Word, Excel, and
• Skill in preparing, reviewing, and analyzing operational and financial reports.
• Skill in analyzing problems, identifying discrepancies and potential solutions, and presenting findings to the Compensation Manager.
• Ability to be timely and accurate with assignments and projects.
• Strong organizational, analytical and problem-solving skills.
• Ability to interpret, analyze and compare complex compensation and salary survey data and identify appropriate market benchmarks.
• Ability to communicate effectively both verbally and in writing.
• Ability to work independently, manage a variety of tasks with competing deadlines, and meet strict time lines.
• Ability to listen effectively and actively engages others in discussion and problem resolution.
• Ability to identify and pursue new ideas, solutions, methods and opportunities.
• Ability to clearly communicate analytical findings and supporting data to the Compensation Manager and appropriate stakeholders.
• Ability to establish and maintain professional relationships with individuals of varying social and cultural backgrounds and with co-workers at all levels.
• Ability to maintain strict confidentiality when handling sensitive employee and compensation information.
• Ability to represent organization in a professional manner, building respect and confidence in the community.
• Ability to gather data, compile information, and prepare reports.
• Ability to carry out instructions furnished in verbal or written format.

Physical Demands:

• Frequent use of hands, wrists, fingers associated with computer equipment.
• Required to sit for extended periods of time.
• Occasionally walk, stand, and reach with arms and hands.
• Normal visual acuity, ability to talk and hear.
• Occasionally lift and/or move up to 20 pounds.

Work Environment:

• Normal office environment.
• Extended hours and irregular shifts may be required.