Steve Scanlon Email and Phone Number

•Responsible for administering all aspects of the University’s non-academic compensation programs, policies, and procedures, including employees in unionized, non-unionized, and part-time classifications•Provides guidance, direction, and supervision to four full-time Analysts in the execution of compensation activities and processes, including day-to-day operations and strategic decisions•Serves as a key leader for the University's Compensation Modernization multi-year effort to redesign the University’s job architecture and salary grades•Provides recommendations to senior leadership in units, colleges, and campuses across the Commonwealth on compensation initiatives, organizational structure, and workforce planning (this role covers main campus, more than twenty commonwealth campus locations, the medical school, and the law school)•Provides consultative support on unusual and/or complex issues, and helps craft appropriate solutions•Collaborates with internal and external stakeholders to ensure that compensation programs continuously meet the needs of the organization and maintains compliance with state and federals laws (such as the FLSA and multi-state compliance)• Ensures position reviews (organizational promotional process) follow defined processes/standards and determinations maintain consistency across the University•Leads all facets of the unionized job evaluation process, up to and including grievance hearings, arbitration, and state labor board litigation•Leads University modernization project to implement a new job evaluation system for unionized positions for the first time since 1953•Contributes to strategic discussions forecasting compensation, classification, job evaluation, and related issues•Recipient of the 2023 Ray T. Fortunato Award for Excellence in Human Resources for outstanding contributions to Penn State HR

•Responsible for administering all aspects of the University’s non-academic compensation programs, policies, and procedures, including employees in unionized, non-unionized, and part-time classifications•Provided guidance, direction, and supervision to five full-time Analysts in the execution of compensation activities and processes, including day-to-day operations and strategic decisions•Served as a leader for the University's Compensation Modernization multi-year effort to redesign the University’s job architecture and salary bands•Provided recommendations to senior leadership in units, colleges, and campuses across the University on compensation initiatives, organizational structure, and workforce planning (this role covers main campus, more than twenty commonwealth campus locations, the medical school, and the law school)•Provided consultative support on unusual and/or complex issues, and helps craft appropriate solutions•Collaborated with internal and external stakeholders to ensure that compensation programs continuously meet the needs of the organization and maintains compliance with state and federals laws (such as FLSA)•Ensured position reviews (organizational promotional process) follow defined processes/standards and determinations maintain consistency across the University•Led all facets of the unionized job evaluation process, up to and including grievance hearings, arbitration, and state labor board litigation•Contributed to strategic discussions forecasting compensation, classification, and related issues

•Conducted analytical reviews on new and existing positions•Discussed issues with areas regarding the job-review, evaluation, salary setting, organizational structure, and related topics•Wrote job descriptions and determined pay-range grade for jobs •Represented University in legal/labor proceedings related to appropriate classification of challenged non-unionized positions•Represented the University at formal meetings regarding unionized jobs such as grievance hearings, roundtables, and arbitration•Wrote formal grievance responses, settlement agreements, arbitration testimonies, etc.•Supported the Compensation team in a variety of ad-hoc projects, such as surveys, new staff job profiles, staff promotional committee, etc. •Provided guidance to lower-level Specialists, including responding to questions, reviewing work product, and assigning project work

*Through Hearst Media Services 2012-2013*•Provided consultative guidance on strategic advertising initiatives for Fortune 1000 companies, with a focus on recruitment branding•Served as a resource and provided solutions for recruitment campaigns aimed at hard-to-fill positions•Demonstrated proficiency in targeted passive candidate sourcing

Position followed corporate HR Internship (HR Staffing and Recruitment)