About The Unit:
Unit Job Summary: The Director of Compensation will be responsible for overall design, implementation, communication and administration of the University's compensation programs. The Director will manage, have oversight of and be directly involved in the daily operations of the compensation program.
The Director will gain input from key stakeholders to define the University's compensation philosophy and set strategic direction of compensation programs which support and align with the University's objectives and help to attract, motivate and retain the best possible talent. This role will consult with leadership as needed in the development, interpretation and implementation of compensation related procedures and policies. The Director will work closely with the CHRO on Executive/Officer compensation.
- Provides strategic direction to leadership ensuring compensation practices align with University objectives, compensation philosophy and are compliant with federal and state employment laws.
- Leads the design and implementation of compensation programs and directs compensation activities for the University, including equity reviews, job analyses, market analyses, and development and evaluation of salary structures.
- Plays a lead role in defining job families and levels across the University and aligning pay structures to the job families and levels.
- Researches market and salary survey data to establish and maintain pay grades and competitive salary structures. Uses market and survey data appropriately to help make informed compensation recommendations and decisions.
- Leads and facilitates the job evaluation processes for internal equity and external market competitiveness.
- Provides expertise and guidance on broad-based compensation and executive compensation trends, designs, and market data.
- Reports, documents and articulates critical analytics to recommend and help guide decisions around compensation-related issues.
- Consults managers and provides guidelines for structuring new hire offers, equity issues, promotions, pay adjustments, lateral movement and other compensation-related issues.
- Provides expertise, coaches leaders, and recommends solutions for moderate to complex compensation-related issues.
- Collaborates with leaders and other appropriate constituents to develop and update compensation policies and procedures.
- Informs and communicates to leadership current trends, developments and compliance issues related to compensation.
- Oversees, plans and manages the annual compensation cycle.
- Leads the compensation planning process.
- Contributes to and collaborates in the performance management process; designs the communication plan and reports on merit increases and costs projections, and identifies challenges and anomalies across the University.
- Conducts continuous improvement initiatives for compensation programs and workflow. Researches, analyzes and provides recommendations for corrections and enhancements.
- Leads, manages and develops the compensation team.
- Communicates, trains and coaches human resources staff and managers on compensation philosophy, practices and strategies to ensure consistency and to help units and the University overall meet its compensation objectives.
Unit Education: Bachelor's degree in Human Resources, Business Management or related field required.
MBA or relevant advanced degree preferred.
Certified Compensation Professional certification (CCP) preferred.
Unit Experience: A minimum of seven years of experience in Human Resources with at least five years in compensation in a complex organization required.
Supervisory experience required.
Current expertise and knowledge of compensation practices, policies, and regulations including expert knowledge of FLSA, wage and hour laws required.
Proven track record and experience in compensation consulting and program design required.
Strong knowledge of human resources administration, policies and laws is required.
Demonstrated experience successfully managing an established compensation system in a complex organization required.
Demonstrated experience designing and implementing job families and levels within an organization required.
Unit Job Function Competencies: Strong working knowledge of compensation principles, practices, processes, techniques and tools required.
Ability to apply knowledge of total rewards, compensation, executive compensation and rewards practices required.
Ability to demonstrate experience analyzing, synthesizing, needs and implementing relevant programs and policies.
Excellent interpersonal, communication and presentation skills, to a variety of audiences required.
Outstanding skills in collaborating and leading project teams required.
Ability to identify and resolve complex problems and generate solutions and alignment across diverse constituents required.
Demonstrated facilitation and high emotional intelligence will be key to successfully performing the Director role required.
Demonstrated skill for listening to others and objectively considering others' ideas and opinions is important in the role required.
Must be able to establish credibility with senior business and HR leaders required.
Proficiency with Microsoft Word, Excel, PowerPoint and Outlook is required.