Consistent with RIT’s compensation philosophy ... Based on the results of the analysis, Human Resources will make a recommendation to the university’s senior leadership if an adjustment to the wage ...

Each university staff position is assigned by HR to a payroll job code and a compensation code, which in turn is assigned a pay range based on HR’s annual analysis of competitive market salary data ...

The analysis of a job considers requirements such ... managers should work directly with their division/school head and/or HR partner before documentation is submitted to the Compensation Office.

Each university staff position is assigned a payroll job code and a compensation code, which in turn is assigned a pay range based on HR’s annual analysis of competitive market salary data and ...

HR Impact Awards celebrate the superstars in Western New York's HR departments. This year, we honored eight of them. Read on ...

RIT's Compensation Philosophy supports the University's goals ... Based on the results of the analysis, Human Resources will make a recommendation to the university’s senior leadership if an ...

HR managers look to the market for total rewards ideas, but a strong package aligns strategy with employee needs.

Salaries will be systematically and periodically reviewed by researching and evaluating wage and salary data and trends to assure that the University's compensation program remains competitive with ...

Compensation partners with Talent Acquisition to review salary offers above midpoint. Hiring employees below the minimum or above the maximum of the pay grade is not permitted. The assessment may take ...