"Director Compensation (Hybrid) - Human Resources"

Position Summary

The Director is a key member of the HR leadership team who facilitates change by collaborating with leaders across the enterprise (nine schools, 22,500 total employees) to develop and refine the university’s compensation philosophy and strategy. As the Director, you will report to the Associate Vice Chancellor for HR Compensation and Benefits, and will plan, design, and implement competitive and compliant compensation programs, lead transformation initiatives, and ensure our compensation offerings attract, retain, and motivate top talent. You will direct the compensation function and create a Center of Excellence (COE) for staff, faculty, and executive compensation across various schools, departments, and divisions including base pay, variable pay, and incentive plans ensuring fair and equitable practices. You will plan, develop, and implement new and revised compensation programs, policies, and procedures to be responsive to the university's mission, goals, and evolving business needs. Additionally, you will manage and develop a high-functioning team, providing consulting and analytical services to HR and management on compensation-related policies, procedures, and practices.

Job Description

Primary Duties & Responsibilities:

Compensation Program Management

• Design, implement, revise, and manage the administration of compensation plans, programs, and structures that align with market trends and the university’s tripartite mission of education, research, and patient care.
• Lead data-driven transformation initiatives and coordinate implementations with cross-functional teams.
• Lead a team of compensation professionals, setting direction for staff and supporting their growth and development.
• Lead compensation centralization activities to develop a COE in a quickly evolving and developing shared services environment.
• Ensure collection and reporting of key metrics/SLAs.

Stakeholder Support and Training

• Provide advice, training, and education to various stakeholders, including leadership, faculty, and staff, on pay decisions, policy, and guideline interpretation, job evaluations, offers, and pay changes.
• Develop and refine consulting processes, procedures, and workflows to deliver services seamlessly in a COE model.
• Provides advice to the senior leadership team and Board members on compensation-related matters.

Direct Compensation Administration

• Lead the administration of direct compensation (executive, exempt, and nonexempt cash compensation programs, including variable pay/pay-at-risk plans) for the university.
• Oversee annual strategic compensation planning processes, including merit increases, executive compensation, surveys, and structure updates.
• Oversee the visiting learner function to ensure learners are appropriately vetted and categorized.
• Optimize Workday to achieve the best and highest use for the administration of compensation programs.

Communication and Reporting

• Ensure compensation policies are effectively documented and communicated.
• Oversee the creation of high-quality deliverables and reports for executive-level discussions and presentations on compensation strategy.

Market Trends and Benchmarking

• Monitor compensation trends to stay informed about industry best practices and emerging strategies.
• Benchmark compensation programs against those of industry peers to ensure competitiveness and make necessary adjustments.
• Prepare reports and perform analysis of compensation data and programs to identify trends and opportunities for improvement.

Compliance and Documentation

• Ensure compliance with legal and regulatory requirements related to compensation.
• Stay apprised of federal, state, and local compensation laws and regulations to ensure organizational compliance.

Performs other duties as assigned.

Working Conditions:

Job Location/Working Conditions: Normal office environment. Alternative work schedules. Ability to move to on and off-campus locations. Physical Effort: Typically sitting at desk or table. Repetitive wrist, hand or finger movement. Equipment: Office equipment. Operate a motor vehicle.

Required Qualifications

Education: Bachelor’s degree or combination of education and/or experience may substitute for minimum education. Work Experience: Progressively responsible experience in compensation (6 years), relevant experience (10 years). Skills: Base Compensation, Company Operations, Company Policies, Compensation Programs, Government Regulation, Incentive Compensation.

More About This Job: Bachelor’s degree or equivalent in business, human resources, or related field. Ten years of comprehensive compensation experience, plus six years of progressively responsible leadership roles/experience in compensation. Knowledge of government regulations, including FLSA as they apply to base and incentive compensation programs, company policies, and academic operations.

Preferred Qualifications

Education: Master’s degree or MBA. Certifications: Certified Compensation Professional (CCP). Skills: Business Partnerships, Communication, Compensation Analysis, Compensation Plans, Compensation Strategies, Employee Compensation, Executive Compensation, Executive Development, Federal Employment Laws, High Performance Team Building, HR Optimization, HR Project Management, Human Resources (HR), Innovation, Leadership, Microsoft Office, Model Implementation, Needs Analysis, Organizational Structures, People Management, State Employment Laws, Strategic Thinking, Talent Attraction Strategy, Teamwork, Time Management.