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** Cover letter required for all positions and optional for facilities, campus services, and hospitality positions unless otherwise specified.Job Description Summary
This position is responsible for creating a comprehensive compensation philosophy and strategy for Wake Forest University designed to attract and retain top talent. The Director will lead a group of compensation professionals to develop, implement, and maintain the compensation/classification functions. The Director of Compensation provides direction, guidance, and interpretation of policies to the WFU community on all compensation-related matters assuring that programs are compliant with federal and state regulations, internally equitable, externally competitive, and fiscally responsible. The incumbent will work with a high degree of independence under the general direction of the Assistant Vice President for Total Rewards.Job Description
Establish strategic direction, set goals, and manage projects for the compensation and classification unit.
Provide leadership, guidance, and training on day-to-day compensation procedures and policy interpretation. Ensure compliance with U.S. federal, state, and local standards and laws governing compensation.
Plan, develop, and coordinate implementation for annual salary administration; lead and guide the implementation.
Lead, manage, and perform classification/compensation studies and job analysis for individual, new, and existing positions. Manage the process of requesting new or revised job descriptions; evaluate needs based on organizational or market factors; assess appropriate pay through job evaluation methodology and market data.
Recommend, update, and implement compensation/classification policies. Evaluate and modify existing compensation practices to ensure compliance with legal and regulatory requirements.
Develop and maintain job families and corresponding pay structures, updating as necessary.
Ensure appropriate auditing measures are in place.
Coach, counsel, and assist campus leadership in understanding compensation theory and practice, applying both theory and practice in recommending courses of action. Design and develop tools to help managers in making compensation-related decisions. Consult with management on reorganizations, classification, and compensation matters.
Review business processes to identify and address opportunities for improvement.
Anticipate future needs, challenges, and opportunities and collaborates with HR colleagues on long-range planning.
Works with Payroll to meet deadlines for timely and accurate payments.
Perform other related duties and participate in special projects as assigned.
Monitor minimum wage pay among peer schools and institutions; provide financial analyses to help WFU stay competitive and make pay recommendations.
Required Education, Knowledge, Skills, Abilities:
Bachelor's degree with five years of related experience and one to three of supervisory/management experience, including professional compensation experience.
Proven ability to work collaboratively with operating units and other HR team members.
Demonstrated ability to work effectively using sound judgment and decision-making.
Commanding knowledge of FLSA and applicable guidelines covering overtime.
Ability to analyze and assess strategic issues within the broader human resources context and provide integrated solutions.
Skill in organizing resources and establishing priorities.
Skill in analyzing and evaluating complex information and writing accurate recommendations for process improvement.
Ability to effectively use standard office suite applications, specifically database applications such as Excel.
Ability to handle sensitive information confidentially.
Ability to present and display a professional demeanor always.
Excellent interpersonal, communication, and time management skills.
Preferred Education, Knowledge, Skills, Abilities:
Bachelor's degree in Human Resources or business-related field.
CCP, PHR, and/or SHRM certifications are preferred.
Experience using Workday.
Excellent management and interpersonal skills, including tact, discretion, and high ethical standards in dealing with confidential information. Ability to work collaboratively with all levels of the organization and maneuver through conflict effectively.
Knowledge of mathematical and statistical principles and their applications relative to compensation analysis.
Cultural competence to effectively interact with a diverse employee population.
Demonstrated leadership and mentoring of staff.
Experience with successfully navigating change in a complex organization.
Additional Job Description
Responsible for own work.
Directly supervises Compensation staff members.
Work requires contact with staff, faculty, and vendors.
Accountable for the security and confidentiality of proprietary or sensitive information. Accessing or disclosing such information or data must be deemed necessary for the performance of one’s job responsibilities and must be authorized by the employee’s supervisor.
In an effort to protect the health and safety of the campus community, all faculty and staff positions, excluding staff who perform duties exclusively at Graylyn Conference Center, are required to be fully vaccinated with an FDA approved or authorized COVID-19 vaccine prior to their hire date. Once hired, faculty and staff must maintain full COVID-19 vaccination status throughout their employment at Wake Forest University. Faculty and staff with disabilities or sincerely held religious beliefs that preclude vaccination should contact Human Resources to request a reasonable accommodation.Time Type Requirement
Full timeNote to Applicant:
This position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job-related duties as may be reasonably assigned by his/her supervisor.In order to provide a safe and productive learning and living community, Wake Forest University conducts background investigations and drug screens for all final staff candidates being considered for employment.Wake Forest seeks to recruit and retain a diverse workforce while promoting an inclusive work environment committed to excellence in the spirit of Pro Humanitate. In adherence with applicable laws and as provided by University policies, the University prohibits discrimination in its employment practices on the basis of race, color, religion, national origin, sex, age, sexual orientation, gender identity and expression, genetic information, disability and veteran status and encourages qualified candidates across all group demographics to apply.