Compensation Pillar Lead, Enterprise Resource Planning (ERP) Implementation

POSITION SUMMARY

The ERP Pillar Lead (Compensation) serves as the primary leader for all compensation and classification components of the University’s ERP replacement initiative. This role’s central purpose is to lead the design, alignment, and implementation of compensation functionality within the new ERP environment.

The incumbent develops deep expertise in current-state compensation practices, data structures, and workflows and translates that knowledge into future-state system design. This position may provide direct or indirect supervision to Compensation subject matter experts (SMEs) assigned to ERP workstreams.

In addition to ERP leadership, the role provides advanced-level compensation expertise, including market analysis, job evaluation, and consultation. Experience with traditional compensation structures (e.g., salary ranges, structures, job families) and healthcare compensation models is strongly preferred.

KEY RESPONSIBILITIES

1. ERP Leadership & Functional Ownership (Primary Responsibility – 60%)

Functional Architecture and SME Coordination

• Serves as co-lead of the Core HR team primarily designing the compensation, classification, and position management functions within the ERP implementation.
• Leads and coordinates SMEs participating in ERP design, testing, data validation, and workflow development; may provide direct or indirect supervision and task direction.
• Translates current-state processes into future-state functional requirements, ensuring alignment with project goals and HR strategy.

Collaboration and Configuration

• Partners with ERP team including, project managers, and external consultants to ensure accurate configuration of compensation structures, job frameworks, pay rules, and approval workflows.

Data Migration and Validation

• Oversees the migration, mapping, and validation of compensation and classification data, ensuring accuracy and preservation of business logic.

Representation and Design Support

• Represents the Compensation function in cross-functional design sessions, issue resolution, and governance discussions.
• Ensures ERP design supports both traditional compensation models and healthcare-specific compensation practices, including market-based pay, clinical ladders, and specialty differentials.

3. Learning Current Processes and Strategies (20%)

• Gains comprehensive understanding of current compensation and classification processes, including job evaluation.
• Participates in salary survey activities to gather market data.
• Engages in benchmarking efforts to compare internal practices with industry standards.
• Collaborates with stakeholders to document and analyze existing workflows and data sources.

4. HR Partner Consultation & Customer Service (10%)

• Provides guidance to HR partners, managers, and leaders regarding compensation practices, pay determinations, and classification processes.
• Communicates outcomes and recommendations clearly and with discretion.
• Supports HR leadership with analysis and materials for complex compensation questions.

5. Process Documentation & Continuous Improvement (10%)

• Develops and maintains standard operating procedures, desk guides, and reference materials.
• Identifies opportunities to improve efficiency, accuracy, and consistency in compensation and classification processes.
• Supports audit and compliance activities related to compensation programs and position data.