"Compensation Manager"

Stanford University is one of the world's premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives.

Reporting to the Assistant Vice President, Total Rewards (AVP, Total Rewards), the Compensation Manager oversees a team of compensation specialists in University Human Resources and supports the assessment, design, implementation and administration of compensation programs, policies and practices. This position serves as a key advisory resource for university staff compensation.

An important aspect of the role is ensuring staff compensation operations run smoothly through effective team management. The Compensation Manager also builds and maintains strong relationships with human resources and other key stakeholders across the university.

This position is hybrid preferred (on-site two days per week) at Stanford's Redwood City campus location.

CORE DUTIES:

• Oversee full-cycle management of all university staff compensation practices and market analyses.
• Oversee the creation and management of job architecture, job leveling, job evaluation, and the job description system.
• Supervise and delegate client requests for compensation support and analysis.
• Provide guidance, recommendations, and design solutions as needed on compensation processes, policies, and procedures.
• Perform advanced analyses for the design, implementation, and administration of the compensation function.
• Build complex financial models to support detailed analysis and decision-making in compensation strategy, methodology, and actions.
• Consult and advise human resources managers and line managers in the administration of university or school/unit-specific compensation programs.
• Design, develop, review and provide guidance on retention and incentive plan documentation and develop complex incentive plans to reinforce targeted behaviors and advance the university or school/unit mission and goals.
• Review research and prepare in-depth analyses to develop or revise existing university or school/unit compensation programs, policies, and/or practices.
• Use completed analyses to make recommendations and lead the implementation of solutions.
• Develop compensation communication/education strategy and materials for human resources managers, line managers, and employees, as needed.
• Lead market competitive analyses to determine pay trends and practices to support the annual salary program.
• Review classification and exemption status recommendations that have precedent-setting impact.
• Manage the Job Creation process and provide reviews and support to team members in job leveling.
• Advise compensation team members on developing variable pay programs, as needed.
• Lead the development of training modules and communication/education materials for human resources managers, line managers, and employees.
• Train and guide human resources managers and line managers to administer the university's compensation programs.
• Provide guidance and mentorship to the compensation team.
• Serve as a demonstrated subject matter expert regarding compensation design, implementation, and optimization.
• Lead large scale compensation projects university-wide or in multiple schools or units.
• Support balance and prioritization of client workloads.
• Design, re-design, and develop optimal compensation components for the university and school/unit in response to findings. Serve as an advisory resource regarding compensation implementation and administration for university human resources and line managers.
• Advise HR Leaders and line managers on a range of complex matters related to the university and school/unit compensation policies, processes, and practices.
• Solve unique and complex problems that have a broad impact across multiple schools or units.
• Perform other duties as necessary or required of the position.

MINIMUM REQUIREMENTS:

• Education & Experience: Bachelor's degree and ten years of relevant experience, or a combination of education and relevant experience. At least one of the following certifications is preferred: CEBS, ISCEBS, PHR/SPHR, CCP/CBP, or equivalent certification.
• Knowledge, Skills, and Abilities: Proven experience managing a team of compensation specialists and establishing and reinforcing standards for exceptional customer service. Demonstrated knowledge of best practices for compensation programs and policies. Ability to ideate, develop, and implement communication/education materials and training modules. Aptitude for deploying and managing departmental objectives in support of overall department and university goals. Strong understanding and experience managing market-based pay strategies and best practices. Exceptional communication (verbal and written), consultation, facilitation, and presentation skills for conveying information, programs and solutions to peers, managers and leaders, as well as influencing others regarding recommendations and decisions. Exceptional analytical, critical thinking, and computational/statistical skills. Strong understanding and experience in interpreting and applying federal and California state wage and hour and pay transparency laws. Ability to build collaborative and effective relationships in a highly matrixed and fluid environment with multiple constituencies (HR, finance, legal, unions, leadership). Intermediate analytical and problem-solving skills. Experience working in compensation for large, complex, and decentralized organizations. Knowledge of the unique compensation issues and needs applicable to populations at a variety of career levels, including job evaluation, career frameworks, salary bands, and pay equity audits. Proven planning and organizational skills and effective time management abilities. Ability to exercise discretion with confidential information. Proficiency with Google Workplace applications (Google Docs, Google Slides, etc.) and MS Office Suite, including advanced Excel and data visualization. Demonstrated excellence in leveraging Human Resource Information Systems (HRIS).

PHYSICAL REQUIREMENTS:

Frequently stand/walk, sit, use a computer, use a telephone, and grasp lightly/fine manipulation. Occasionally twist/bend/stoop/squat, reach/work above shoulders, grasp forcefully, lift/carry/push/pull objects that weigh up to 20 pounds, write by hand, sort/file paperwork. Rarely kneel/crawl.

WORKING CONDITIONS:

Occasional work on evenings and weekends.

WORK STANDARDS:

Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations. Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned. Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide, http://adminguide.stanford.edu.

The expected pay range for this position is $180,000 - $212,000 per annum. Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location, and external market pay for comparable jobs.