TEMP-Human Resources Operation (HR Services)

Georgia Tech prides itself on its technological resources, collaborations, high-quality student body, and its commitment to building an outstanding and diverse community of learning, discovery, and creation. We strongly encourage applicants whose values align with our institutional values, as outlined in our Strategic Plan. These values include academic excellence, diversity of thought and experience, inquiry and innovation, collaboration and community, and ethical behavior and stewardship. Georgia Tech has policies to promote a healthy work-life balance and is aware that attracting faculty may require meeting the needs of two careers.

About Georgia Tech
Georgia Tech is a top-ranked public research university situated in the heart of Atlanta, a diverse and vibrant city with numerous economic and cultural strengths. The Institute serves more than 45,000 students through top-ranked undergraduate, graduate, and executive programs in engineering, computing, science, business, design, and liberal arts. Georgia Tech's faculty attracted more than $1.4 billion in research awards this past year in fields ranging from biomedical technology to artificial intelligence, energy, sustainability, semiconductors, neuroscience, and national security. Georgia Tech ranks among the nation's top 20 universities for research and development spending and No. 1 among institutions without a medical school.

Georgia Tech's Mission and Values
Georgia Tech's mission is to develop leaders who advance technology and improve the human condition. The Institute has nine key values that are foundational to everything we do:
1. Students are our top priority.
2. We strive for excellence.
3. We thrive on diversity.
4. We celebrate collaboration.
5. We champion innovation.
6. We safeguard freedom of inquiry and expression.
7. We nurture the wellbeing of our community.
8. We act ethically.
9. We are responsible stewards.

Over the next decade, Georgia Tech will become an example of inclusive innovation, a leading technological research university of unmatched scale, relentlessly committed to serving the public good; breaking new ground in addressing the biggest local, national, and global challenges and opportunities of our time; making technology broadly accessible; and developing exceptional, principled leaders from all backgrounds ready to produce novel ideas and create solutions with real human impact.

Provides intermediate-level analytical support for classification and compensation activities with a primary focus on job mapping, job architecture implementation, classification review, market pricing support, and related documentation. This temporary, part-time role supports defined project deliverables by applying established classification methodology, maintaining mapping and crosswalk records, and supporting implementation activities.

1) Job Mapping / Job Architecture Support

• Map existing positions to future-state job families, subfamilies, and levels as part of job architecture or job framework initiatives.
• Crosswalk positions from legacy job titles, grades, and codes to job structures, ensuring consistency and documentation of decisions.
• Assist in validating mappings by reviewing job similarities, hierarchy, exemption status, and functional alignment.
• Support title standardization efforts by recommending appropriate working titles and official classification titles.
• Maintain mapping logs, decision trackers, and crosswalk files to support implementation and audit readiness.
• Flag exceptions, anomalies, or cases requiring calibration or leadership review.

2) Market Pricing and Compensation Analysis

• Conduct market pricing for benchmark jobs using approved salary surveys and established matching methodology.
• Review survey descriptions and compare them to internal job content to determine appropriate benchmark matches.
• Compile and summarize market data to support classification and compensation recommendations.
• Evaluate internal job relationships alongside market data to help inform classification placement and pay structure alignment.
• Assist in analyzing salary range relationships, including midpoint differentials, to support pay structure alignment.

3) Service Delivery, Process, and Continuous Improvement

• Support change management and communication activities related to classification structure updates or job architecture implementation.
• Apply institutional policies, compensation guidelines, FLSA standards, and classification procedures consistently across assigned work.
• Assist in developing and reviewing job aids, templates, FAQs, and training resources to support classification processes.

4) Documentation, Reporting, and Audit Support

• Maintain accurate records of market pricing support, classification analysis, and mapping outcomes.
• Ensure all files stay organized and update to date on share point
• Generate reports and data extracts related to job codes, classifications, title usage, exemption status, grade alignment, and structural changes.
• Assist with audits, data validation exercises, and reporting related to classification and compensation programs.
• Support preparation of job catalogs, crosswalk documents, implementation trackers, and other reference materials.
• Contribute to data cleanup and standardization efforts to improve the integrity of classification and compensation records.

5) Job Evaluation and Classification Administration

• Review and update job profiles and organizational information to evaluate jobs for appropriate classification, level, exemption status, and job family placement.
• Apply established classification methodology, internal guidelines, and institutional standards to support consistent job placement.
• Partner with HR and management to clarify job content, scope, and organizational context in support of classification review.
• Other duties as assigned

The University System of Georgia is comprised of our 26 institutions of higher education and learning as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found on-line at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct.

Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found on-line at https://www.usg.edu/policymanual/section6/C2653.

The Georgia Institute of Technology (Georgia Tech) is an Equal Employment Opportunity Employer. The Institute is committed to maintaining a fair and respectful environment for all. To that end, and in accordance with federal and state law, Board of Regents policy, and Institute policy, Georgia Tech provides equal opportunity to all faculty, staff, students, and all other members of the Georgia Tech community, including applicants for admission and/or employment, contractors, volunteers, and participants in institutional programs, activities, or services. Georgia Tech complies with all applicable laws and regulations governing equal opportunity in the workplace and in educational activities.

Equal opportunity and decisions based on merit are fundamental values of the University System of Georgia (USG) and Georgia Tech. Georgia Tech prohibits discrimination, including discriminatory harassment, on the basis of an individuals race, ethnicity, ancestry, color, religion, sex (including pregnancy), national origin, age, disability, genetics, or veteran status in its programs, activities, employment, and admissions. Further, Georgia Tech prohibits citizenship status, immigration status, and national origin discrimination in hiring, firing, and recruitment, except where such restrictions are required in order to comply with law, regulation, executive order, or Attorney General directive, or where they are required by Federal, State, or local government contract.

This is not a supervisory position.
This position does not have any financial responsibilities.
This position will not be required to drive.
This role is not considered a position of trust.
This position does not require a purchasing card (P-Card).
This position will not travel
This position does not require security clearance.