Roles and Responsibilities

Senior Leadership, Human Resources, supervisors, and employees play a vital role in the administration of an effective, consistent, compensation program. Human Resources professionals will collaborate and consult with senior leadership and department supervisors to ensure salary is managed effectively and consistently.

Compensation is a Collaborative Process

Human Resources professionals collaborate and consult with senior leadership and department supervisors to ensure salary management is effective, consistent, equitable, and transparent. Find out more about your role within IC's compensation philosophy.

  • Communicate openly, regularly, and clearly with the College community on all total compensation related matters.
  • Endorse, promote, and approve total compensation programs in consultation with other stakeholders at the College for staff and administrators.
  • Set the standard for performance planning, coaching and feedback, and hold direct/indirect reports accountable for the same.
  • Works with President and/or Provost to determine and understand own role expectations, organizational & individual objectives, and key milestones to meet those objectives.
  • Develop, revise, and maintain the compensation program, including any administration guidelines, and ensure consistency of application.
  • Collaborate with key stakeholders to set appropriate hiring salaries, merit increases, and other salary adjustments
  • Collect market information and assess market pay competitiveness.
  • Work with supervisors to ensure job descriptions are current and accurate.
  • Provide senior leaders and supervisors with tools and resources needed to make compensation decisions for their staff (market data, hiring ranges, federal/state laws, etc.).
  • Ensure understanding by staff and administrators of total compensation program through training, meetings, tools, and other resources.
  • Regularly monitor the effectiveness of the compensation program and practices and its continued competitiveness.
  • Understand job responsibilities and requirements of jobs in area of responsibility.
  • Maintain accurate and current job descriptions.
  • Foster open and trusting relationships with staff in area of responsibility, and with colleagues across the College.
  • Recommend and implement performance expectations, provide clear and helpful feedback, and evaluate performance.
  • Communicate openly with their staff about total compensation topics.
  • Provide guidance for employee development and progression.
  • Understand own job responsibilities, requirements, and expectations.
  • Work with supervisor to ensure job description is current and accurate.
  • Is an active participant in educating self on the specifics of the compensation program (attending trainings, becoming familiar with the tools and other resources available, etc.).
  • Proactively reach out to supervisor to obtain feedback on performance.
  • Communicate openly and regularly with supervisor to address any issues and concerns.
  • Seek opportunities for development and advancement through outreach to supervisor, functional leader, and/or HR.