S03556P

Human Resource Director Compensation & Salary Administration

Central HR Human Resources AVP

The University of Georgia (UGA), a land-grant and sea-grant university with statewide commitments and responsibilities is the state’s oldest, most comprehensive, and most diversified institution of higher education (http://www.uga.edu/). UGA is currently ranked among the top 20 public universities in U.S. News & World Report. The University’s main campus is located in Athens, approximately 65 miles northeast of Atlanta, with extended campuses in Atlanta, Griffin, Gwinnett, and Tifton. UGA was founded in 1785 by the Georgia General Assembly as the first state-chartered University in the country. UGA employs approximately 1,800 full-time instructional faculty and more than 7,600 full-time staff. The University’s enrollment exceeds 36,000 students including over 27,500 undergraduates and over 8,500 graduate and professional students. Academic programs reside in 17 schools and colleges, as well as a medical partnership with Augusta University housed on the UGA Health Sciences Campus in Athens.

External

TRS or ORP

Employee

Benefits Eligible

Full Time

Monday – Friday; 8am-5pm; occasional night and weekend work

Commensurate with education and experience

07/16/2019

Yes

09/01/2019

Special Instructions to ApplicantsApplicant screening will begin immediately. The application packet should include the following materials: 1) Cover letter and 2) Resume/Vitae. You will also be required to provide a list of at least three references during the application process. When you reach the “Professional References” section of the application, you will be asked to provide the reference contact information prior to submitting your application. References will not be contacted without prior notification to the applicant.

Athens Area

The University of Georgia is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, ethnicity, age, genetic information, disability, gender identity, sexual orientation or protected veteran status.

Institutional Affairs Manager

Exempt

1.0

Requires at least a baccalaureate degree in the field. Please contact your Human Resources office for an evaluation of education/experience in lieu of the required minimum qualifications.

The University of Georgia seeks candidates for the newly created Director of Salary Administration in the Office of Human Resources. This position will report directly to the Senior Director for Human Resources Strategic Management. The University is deeply committed to fostering a community of excellence, diversity, and inclusion. We welcome applications from members of underrepresented communities and other candidates who will contribute to the diversification and enrichment of ideas and perspectives.

Reporting to the Sr. Director for HR Operations, the Director of Salary Administration is a key member of the HR leadership team providing overall leadership and manages functions including development of compensation tools, methodology, compensation-related training and communication, and ensuring effective delivery and compliance with state and federal regulations, and university policies and procedures. This position recommends policies and procedures to ensure that the total compensation of faculty and staff is externally competitive and internally equitable so that the campus may attract, retain, and motivate top talent.

The Director of Salary Administration will partner with senior leadership and campus practitioners to lead and drive Compensation strategies, ensuring a performance driven, market competitive, fair and compliant compensation and benefits program. As the Director for Salary Administration you will use your expertise on compensation policies and procedure to enable HR to better support the business.

The ideal candidate will possess the following qualifications and characteristics:
• High level of communication, management and leadership skills
• Significant project management experience including an ability to balance and effectively manage competing priorities and consistently deliver objectives on time
• Self-motivated with ability to work autonomously
• Strong commitment to team accountability and the ability to deliver work on time
• Experience providing a high level of customer service in an academic environment
• Positive attitude and professional maturity in stressful situations
• High degree of personal integrity and ability to work with confidential and sensitive information

Normal working conditions of an office environment.

No

No

No

No

No

Yes

Be advised a credit check will be required for all positions with financial responsibilities. For additional information about the credit check criteria, visit the UGA Credit Background Check website.

Manage, supervise, and develop the professional activities and staff assigned to the Compensation & Salary Administration Unit to administer a comprehensive salary administration program.

30

Partner with Human Resources Business Partners and Functional Leaders on reward solutions that support business priorities.

Identify and address current and emerging reward trends and issues, and lead discussion with key stakeholders around new ideas and changes. Serve as the internal consultant for best practices, industry trend analysis, legislative issues and market competitiveness within the functions, lines of business, and/or region.

Review existing reward programs and policies (e.g. base pay structure, short and long-term incentive plan design, gender pay and pay equity) and participate in the design of new programs to ensure they remain effective, compliant and competitive in the industry.

Manage the annual reward cycles.

30

Partner with HR team members to execute and communicate key programs to managers and employees in a manner that engages stakeholders at all levels.

Develop and maintain external/internal network and awareness of market/industry trends in reward.

Support Sr. Director and Chief Human Resources Officer in all aspects of executive compensation; work closely with HR Business Partners, coaching and advising them on compensation issues and supporting them in their efforts in communicating with executive team leaders on compensation issues and practices; collaborate on executive offer recommendations.

Provide strategic compensation expertise and advice to HR Business Partners to resolve complex issues and challenges.

30

Monitor and measure the success of implemented policies on an ongoing basis.

Furthering expertise and awareness of leading industry practices, new developments, and emerging trends and making recommendations to enhance the compensation programs accordingly.

Ensure that support staff is knowledgeable and have the most current information to offer employees, allowing them to make informed decisions.

10