Assistant Director of CompensationDepartment:
Central HR-Human Resources AVPAbout the University of Georgia:
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 (https://www.uga.edu/). UGA is currently ranked among the top 15 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 7,700 full-time staff. The University’s enrollment exceeds 39,000 students including over 30,000 undergraduates and over 9,000 graduate and professional students. Academic programs reside in 18 schools and colleges, as well as a medical partnership with Augusta University housed on the UGA Health Sciences Campus in Athens.About the College/Unit/Department:
The University of Georgia (UGA) invites applications and nominations for the position of Assistant Director of Compensation. The Assistant Director of Compensation is responsible for assisting in the continued success of the Talent Center of Excellence and works collaboratively with the university community to align compensation and performance programs, practice and policies to university objectives. Posting Type:
TRS or ORPEmployment Type:
Benefits EligibleFull/Part time:
Full TimeAdditional Schedule Information:
Monday – Friday; 8 AM – 5 PMAdvertised Salary:
Commensurate with ExperiencePosting Date:
07/09/2021Open until filled:
07/19/2021Proposed Starting Date:
08/01/2021Special Instructions to Applicants:
Applications: Applicant screening will begin immediately. The application packet should include a cover letter detailing how the applicant’s credentials and experience meet the needs, responsibilities, and qualifications stated above; a current resume; and contact information for three references (who will not be contacted without prior correspondence with the applicant).Location of Vacancy:
Athens Area EEO Policy Statement:
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. Persons needing accommodations or assistance with the accessibility of materials related to this search are encouraged to contact Central HR ([email protected]).Classification Title:
Assoc/Asst Director, Subdivision/Unit ADFLSA:
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.Preferred Qualifications:
- Compensation professional with at least 2-3 years of relevant UGA compensation experience required
- Demonstrated knowledge of compensation practices and theory including experience in compensation program design
- Demonstrated knowledge and understanding of University System HR programs and connections
- Excellent interpersonal and consulting skills with the proven ability to build effective partnerships within HR and with Business leaders in order to effectively collaborate and recommend compensation solutions that solve business problems
- Strong communication including the ability to effectively communicate complex concepts in simple terms to various audiences
- Strong project management and planning skills including the ability to lead, plan, organize and resource complex assignments
- Advanced Excel skills and spreadsheet analysis with strong PowerPoint skills with the ability to build audience-specific presentations
The Assist Director of Compensation directly partners with the Senior Director for Talent Acquisition and Management and works collaboratively with the university community to align compensation and performance programs, practice and policies to university objectives. The Assistant Director of Compensation serves as a key member of the compensation team and is responsible for managing compensation and the universities staff salary structure. This role will proactively identify and drive initiatives to improve the university’s staff compensation programs. This includes designing, implementing and administering compensation policies, programs, and processes.
The Assistant Director will partner with HR Business Partners and Business leaders to provide solutions for compensation, total rewards and broader HR initiatives. The Assistant Director understands the organization’s key business drivers in order to function as business partners with university leadership. Is responsible for building trust and respect for the HR program and gain the confidence of others at all levels in the organization. The Assistant Director you will creatively apply professional knowledge, skills and abilities to strategize and plan, coordinate and administer compensation and performance program(s) that:
Knowledge, Skills, Abilities and/or Competencies:
- Identify and proactively respond to trends and their impact on the organization’s long-term goals;
- Manage change efforts that encourage and engage staff at all levels in the improvement process and
- Help constructively shape the organization’s culture.
- Acts with Integrity
- Serves Others
- Makes Sound Decisions
- Supervises Others
- Champions Innovation
Sitting, standing, walking; regular office environmentIs driving a responsibility of this position?:
NoIs this a Position of Trust?:
YesDoes this position have operation, access, or control of financial resources?:
NoDoes this position require a P-Card? :
NoIs having a P-Card an essential function of this position? :
NoDoes this position have direct interaction or care of children under the age of 18 or direct patient care?:
NoDoes this position have Security Access (e.g., public safety, IT security, personnel records, patient records, or access to chemicals and medications):
YesCredit and P-Card policy:
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.Duties/Responsibilities:
Percentage of time:
- Build strong relationships with HR Business Partners and Business Leaders. Provide consultation and partnership to identify needs and priorities. This may include conducting market research, internal analysis, establishing design principles, building design alternatives, outlining implications through modeling, determining employee and cost impacts, and creating communication and transition plans
- Consult with HR Business Partners and Business Leaders on compensation issues and solutions ranging from individual employee recommendations to unique compensation program interventions (e.g., retention programs, one-time payments, off-cycle increases, etc.)
- Lead the Annual Compensation Review and all related work streams. This includes design, resource allocation, project management, and communication planning related to survey participation, market pricing practices, salary structures, budget recommendations and market analysis.
- Manage the annual market analysis for assigned client groups including involvement in data preparation, data analysis, development and delivery of observations, and recommendations to business leaders
- Influence the direction and design innovative solutions for compensation programs by understanding the business, anticipating and diagnosing client needs, and utilizing best practice knowledge
- Stay abreast of and ensure compliance with legal and market related topics including Equal Pay, minimum wage, living wage and FLSA
- Facilitate leader conversations pertaining to organization and job design to identify and scope work, clarify and articulate accountabilities and develop solutions
- Design, communicate and implement compensation programs and processes that are used across the university system
Organization Development and Continuous Improvement
Percentage of time:
- Play strategic leadership role in unit transformation toward person centered and proficient practices, collaboration, empowerment, accountability, and overall organizational effectiveness.
- Coordinate a comprehensive internal quality management system that will report to Sr. Director on key performance indicators in the organization to improve service delivery, increase accountability, achieve performance objectives and better meet the units strategic plan objectives.
- Provide education, counsel, and coaching to staff on strategic and operational opportunities for organizational, team, and individual planning and development as a means to achieve unit goals and objectives.
- Assess organizational needs and effectiveness in terms of accomplishing goals/objectives and achieving satisfaction measures, by means of surveys, analysis of available data, and conferring with stakeholders.
Training and Development
Percentage of time:
- Assess training and development needs of internal staff and external HR Practitioners; to include research, evaluation and development approaches to meet those needs.
- Direct the development and management of appropriate training standards, strategies, and curriculum for a learning organization in order to:
- Improve the quality and efficiency of services
- Build professional competency
- Promote partnerships and teamwork
- Improve performance, problem solving, employee and stakeholder satisfaction
- Comply with laws and regulations
- Provide general supervision to Transactional Service Center of Excellence training in the development and implementation of training and in-service activities including topic identification, speaker identification and acquisition, materials development, site identification, webinar hosting, logistical planning and on-site event coordination.
- Oversee the administration and utilization of PEP (Learning Management System) to schedule, promote, register, track and report training activity for staff, stakeholders and service providers.
Leads “special projects” as assigned by the Director/Sr. Director
Percentage of time:
- Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; evaluating optional courses of action; expediting solutions and evaluating milestones and accomplishments.