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welcome and valued.
We boldly shape our university's future. We will forge a path
of impact together.
These values are the foundation of who we are and reflect the
Quinnipiac spirit found across our campuses. For more information,
please visit qu.edu. Connect with Quinnipiac on Facebook,
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Responsibilities:
- Lead the design, implementation, administration, and continuous
improvement of the University’s compensation programs, policies,
structures, and practices
- Serve as the functional leader for the University’s
compensation and job architecture framework project, including the
creation and maintenance of a compensation philosophy, job
architecture, career bands, job levels, salary grades and ranges,
job evaluation methodology, and career progression guidelines.
- Develop and administer consistent guidelines for starting
salaries, promotions, lateral moves, market and equity adjustments,
retention considerations, temporary assignments, and other
compensation actions.
- Lead annual and long-range compensation planning, including
merit programs, salary structure adjustments, market priorities,
budget modeling, financial impact analysis, and forecasting.
- Conduct market pricing and benchmarking using relevant higher
education and general industry data; coordinate compensation survey
participation and relationships with external data providers.
- Analyze market competitiveness, internal equity, salary
compression, range penetration, pay positioning, and compensation
trends, translating findings into clear and actionable
recommendations.
- Serve as a trusted compensation consultant to HR colleagues,
senior leaders, and managers, providing data-informed guidance on
compensation decisions, organizational changes, workforce
priorities, and financial considerations.
- Evaluate new and existing positions and recommend appropriate
job families, levels, career bands, salary grades, market
references, classifications, and range placement using a consistent
methodology.
- Develop and maintain salary structures, analytical models,
dashboards, reports, and executive presentations that support
informed, consistent, and defensible compensation decisions.
- Partner with HR leadership, Finance, HR Business Partners,
Talent Acquisition, Employee Relations, General Counsel, Payroll,
and HR Systems and Analytics to support compensation planning,
compliance, systems configuration, data integrity, and process
improvement.
- Lead communication, education, and change-management efforts
for compensation initiatives, including presentations, training,
manager tools, guidelines, FAQs, and measures of program
effectiveness.
- Establish and maintain compensation governance, approval
processes, documentation standards, decision guidelines, data
controls, and review practices that support consistent
administration and mitigate compensation-related risks.
Education Requirements:
Required: Bachelor’s degree –Human Resources, Business
Administration, Finance, Economics, Analytics, or a related
field
Preferred: Master’s degree – Field of study: Human Resources,
Business Administration, Finance, Organizational Development,
Business Analytics, or a related field
Certified Compensation Professional, SHRM-CP, SHRM-SCP, or
SPHR
Qualifications:
Minimum 5-7 years of progressively responsible compensation, total
rewards, HR analytics, or closely related experience, with
substantial direct experience in compensation analysis and
administration.
Required
- Demonstrated knowledge of job analysis and evaluation, market
pricing, salary structure design, job leveling, pay administration,
internal equity analysis, and compensation benchmarking.
- Experience conducting or supporting pay equity analyses and
compensation compliance reviews.
- Demonstrated understanding of applicable federal and state
employment and compensation laws and regulatory requirements,
including FLSA, wage and hour, pay equity, and evolving
pay-transparency requirements.
- Ability to interpret regulatory requirements and assess their
impact on compensation policies, programs, and practices.
- Strong analytical and quantitative skills, including the
ability to analyze complex data, identify trends, develop financial
and compensation models, and formulate data-driven
recommendations.
- Advanced Microsoft Excel proficiency and experience with HRIS,
compensation, reporting, or analytical systems.
- Exceptional attention to detail and commitment to data accuracy
and integrity.
- Strong written, verbal, and presentation skills, including the
ability to explain complex information credibly to senior leaders,
managers, employees, and HR professionals.
- Demonstrated ability to develop and facilitate training for
audiences with varying levels of compensation knowledge.
- Strong interpersonal, consulting, and relationship-building
skills, with the ability to influence decisions and establish
credibility without direct authority.
- Demonstrated project leadership and ability to independently
lead complex, cross-functional, organization-wide initiatives from
design through implementation.
- Strong organizational skills and ability to manage multiple
priorities, deadlines, and stakeholder expectations.
- Sound judgment, discretion, and ability to manage confidential
employee and compensation information.
Preferred
- Compensation or total rewards experience in higher education or
another complex, decentralized organization.
- Experience leading an enterprise-wide job architecture, career
framework, career banding, salary grade structure, or compensation
transformation initiative.
- Experience developing or modernizing a compensation philosophy
and related governance and salary administration practices.
- Experience with higher education compensation surveys and
benchmarking resources, including CUPA-HR or comparable market
data.
- Experience developing compensation communications, executive
presentations, manager training, and change-management
programs.
- Experience partnering with HRIS teams to implement or maintain
compensation structures and job architecture in an enterprise HR
system.
- Experience using analytics or business intelligence tools to
communicate compensation trends and support decision-making.
- Proven ability to collaborate effectively with individuals from
varied backgrounds.
Special Instructions to Applicants:
TO APPLY:
Applications must be submitted electronically and include a resume,
a cover letter detailing how your experience aligns with the
position requirements, demonstrated commitment to intentional
leadership that values individuals of all backgrounds and
experiences, and contact information for three references.
The anticipated salary range for this position is $90,000-$115,000.
At the time of offer, the final salary will be determined based on
the selected candidate’s qualifications, including relevant
education, experience, skills, and competencies, as well as
internal equity and market considerations. Quinnipiac University
offers eligible full-time faculty and staff a comprehensive
benefits package that may include health insurance, life insurance,
paid time off, education benefits, and retirement benefits.
Quinnipiac University is an equal opportunity employer and
encourages applications from individuals of all backgrounds and
experiences. We are committed to fostering a welcoming and
respectful environment where individuals feel valued, supported,
and experience a strong sense of belonging.
Advertised: October 19, 2026 Eastern Daylight Time
Applications close:
