Director of Compensation
Location Administrative Services Bldg
Full/Part Time Full-Time
Reporting to the Associate Chief Human Resources Officer for Total Rewards, the Director of Compensation is responsible for designing, developing, implementing and managing total rewards and compensation programs for Clemson University. The role includes consultation to executive leadership, management, and human resources colleagues regarding compensation programs, policies and practices and responsibility for ensuring program compliance with federal and state requirements.
The Director of Compensation is responsible for ensuring that Clemson's compensation programs remain competitive in order to attract and retain world-class faculty and staff and conform to the University's compensation philosophy and strategy. While including the administration of compensation programs, this individual is also responsible for research and leadership on new compensation and rewards strategies. The design and management of market-based compensation programs that are compliant with federal and state requirements is a priority for the University and for this role.
30% - Essential - Strategic Direction: Create plans for compensation policy development and programs including variable pay programs, salary planning, budget cycles, incentive plans and executive compensation. Advise and influence senior management on total rewards philosophy. Provide thought leadership across the University on major compensation initiatives linking programs to overall compensation philosophy to University goals and objectives. Develop, recommend, and execute plans to address the business needs that will support business strategy and objectives through payfor- performance. Partner with Strategic HR Consultants to deliver innovative solutions that are the highest quality and deliver outcomes that meet business needs and consistent with the University's core values. Communicate and align programs with Strategic HR Consultants, HR Solution Center Generalists, executives, management, and employees.
30% - Essential - Compensation Management: Monitor and analyze benchmark data, trend information, and economic projections to ensure the total rewards/compensation strategy maintains a competitive market position and is responsive to the business needs. Manage market data collection and analysis processes and develop systems to report salary ranges and changes in local pay markets. Ensure compensation, policies, and pay-for-performance initiatives comply with legal, federal, state, and industry laws and regulatory requirements. Design and support the execution of performance management, compensation programs. Lead annual compensation benchmarking exercise providing insight into the organization's competitiveness. Provide input into the HR strategy utilizing internal historical data and insights and external market data. Implement a salary structure which categorizes jobs, defines salary ranges as well as variable pay targets.
20% - Essential - Executive Compensation: Serve as internal consultant and expert for executive compensation best practices, industry trends, legislative regulations, compliance issues, and market competitiveness. Design and manage all elements of executive compensation, including cash and incentive programs, ensuring integration and alignment of executive pay with overall University goals and objectives. Communicates compensation plans to senior executives and conduct competitive compensation benchmarking for executive population. Prepare compensation recommendations for senior leadership positions and analyze/update the salary range structure for executive level positions, as necessary. Create Board of Trustee materials, attend, participate and contribute to Compensation Committee meetings as needed.
20% - Essential - Analytics: Partner with Finance on compensation programs to ensure alignment with costs and practices. Analyze metrics and produce insights utilizing the P&L and financial statements. Consolidate information and produce reports to be used for management decision making. Ensure proper documentation and audit processes are developed, approved, and followed.
Requires a Bachelor's Degree from an accredited college or university and at least 10 years of progressive experience in compensation practice within a large
organization or as consultant with prior management experience;
Requires in-depth knowledge of compensation theory, principles, and practices and in-depth knowledge of state and federal laws and regulations pertaining to
compensation such as FLSA, ADA, Wage and Hours, etc;
Must demonstrate analytical skills, strong consulting, communication, and relationship management skills;
Must be able to develop complex, multi-faceted compensation strategies;
Must have strong interpersonal communications effectiveness, including verbal, written, presentation and persuasion skills with the ability to present ideas at the senior
level and gain executive buy-in and alignment around key priorities;
Must have the ability to build collaborative relationships, both within the department and among customers;
Must possess expert knowledge of MS Office Products, especially Excel.
Comprehensive Job Knowledge - Comprehensive knowledge of theories and practices and ability to use in complex, difficult and/or unprecedented situations
Manages Work of Others - Manages work of others including hiring, terminating, training and developing, reviewing performance and administering corrective action for staff. Plans organizational structure and job content.
Provides Budget Input - Provides input into the budgeting process, and oversees fund allocation.
- Communicate, converse, give direction, express oneself
- No Work Conditions
Master's Degree in a relevant field.
Extensive compensation experience in an institute of higher education, and a strong understanding of faculty compensation and rewards programs.
Expert knowledge of benchmark compensation surveys and market data for higher education organizations.
Strong knowledge of web-based compensation market data tools.
Standard Hrs: 37.5; Band: 09 ($ 103,200.00 - $ 125,400.00)
April 1, 2019
Clemson University is an AA/EEO employer and does not discriminate against any person or group on the basis of age, color, disability, gender, pregnancy, national origin, race, religion, sexual orientation, veteran status or genetic information. Clemson University is building a culturally diverse faculty and staff committed to working in a multicultural environment and encourages applications from minorities and women.