"Sr. Director of Compensation"

Position Purpose
The Sr. Director of Compensation shapes and executes Dartmouth's workforce compensation and rewards strategy. The Sr. Director leads executive, broad based, and incentive compensation as well as reward initiatives ensuring alignment with Dartmouth's objectives, culture, and regulatory requirements.

Required Qualifications - Education and Yrs Exp
Bachelors or equivalent combination of education and experience

Required Qualifications - Skills, Knowledge and Abilities

• 15+ years of progressively responsible experience in compensation and rewards.
• Bachelor's degree in Human Resources, Finance, or related field.
• Experience in the design and administration of broad-based compensation programs and strategy.
• Experience leading compensation initiatives such as merit reviews, incentive plans, equity and executive plans.
• Expertise in developing and presenting executive compensation content for Compensation Committees and Boards.
• Excellent analytical and problem-solving skills, with the ability to synthesize complex data and present it in a clear, actionable manner.
• Excellent verbal and written communication to deliver the right message for the right audience.
• Strong interpersonal, project management, decision-making, and time management skills.
• Advanced knowledge of Excel is required.
• Proven ability to engage and influence senior leadership.

Preferred Qualifications

• Certified Compensation Professional certification.
• Ability to effectively assess and diagnose business needs and develop impactful solutions.
• Proven experience in leading and developing a team, with a strong ability to inspire and drive results.
• A strong understanding of HRIS systems.
• A broad understanding of the broader Human Resources discipline is helpful.

Description

Strategic Leadership

• Direct the design, development, implementation, administration, and communication of compensation and rewards programs in alignment with the Total Rewards strategy, supporting organization objectives while also maintaining a competitive market position. Establishing a new compensation philosophy and framework.
• The scope of the role includes strategy development and implementation of compensation and rewards programs for Executive, Professional, Management, and Support roles campus wide.
• Define and manage business processes to ensure alignment with Total Rewards strategy as well as compensation philosophy and framework.
• Proactively stay up to date on industry and market trends that may impact our ability to attract and retain talent.
• Accountable to ensure the effective execution of executive compensation and rewards programs in collaboration with key stakeholders and consultants, including Finance, Legal, and HR.
• Provide subject matter expertise for training to educate managers on compensation strategies, practices, and assist in educating on compensation related legal and compliance issues.
• Lead communications and change management efforts related to compensation and rewards.
• Manage and oversee large scale initiatives involving cross-functional teams.
• Serve as the subject matter expert and trusted advisor to senior leadership.
• Complete special studies and recommendations on subjects such as incentive compensation, bonus plans, engagement, or pay equity.

Percentage Of Time: 60

Management

• Lead the implementation of processes, systems and tools to improve compensation, rewards, and engagement administration, communication and analysis.
• Lead a compensation team with a proven ability to develop team members and drive results.
• Lead the execution of processes and initiatives such as annual salary review/merit, variable compensation/incentive plans, equity and other compensation, rewards, and engagement programs.
• Lead the participation in analysis and interpretation of market data to include participation in salary surveys, review of benchmark data and reports to ensure Dartmouth's competitive position in the market.
• Oversee the development of new or refined job descriptions and maintain job description library.
• Ensure proper documentation and audit processes are developed, approved and followed.
• Serve as subject matter expert in determining FLSA classification status and ensure ongoing compliance with federal regulations.
• Serve as an escalation point, owning resolution with HR partners and business leaders

Percentage Of Time: 40

Demonstrates a commitment to diversity, inclusion, and cultural awareness through actions, interactions, and communications with others.
Performs other duties as assigned