Director of Compensation

Directs, plans, coordinates and supervises the operations and activities of a specialized unit or small department; develops and implements policies and procedures, administers the budget, organizes tasks and sets priorities. Serves as liaison with university personnel and community at large. Works under general supervision with broad latitude for initiative and independent judgement. The Director of Compensation provides leadership and expertise for the University's staff classification and compensation programs, serving as the primary resource on job architecture, market-based compensation, and workforce planning. This position oversees the evaluation and classification of staff positions, ensuring consistent application of the University's job architecture framework while maintaining internal equity and external market competitiveness. Through data-driven analysis and collaboration, this role supports informed decision-making, advances the University's compensation philosophy, and helps attract, retain, and develop a high-performing workforce.

Essential Job Functions

In this position, you will:

• Manage the daily operations of the Compensation Office, providing leadership, supervision, coaching, and performance management for two Position Management Analysts while promoting teamwork, accountability, continuous improvement, and exceptional customer service.
• Establish priorities, assign workload, monitor project progress, and ensure timely and accurate completion of position management, classification, and compensation activities.
• Lead the review and evaluation of staff position descriptions to ensure accurate placement within the University's job architecture framework, including the appropriate job family, job subfamily, career stream, and job level.
• Serve as the University's primary resource on job architecture by consulting with campus departments on position classification, organizational design, and the consistent application of classification standards.
• Partner with college and departmental leadership to assess workforce needs and develop staffing and classification solutions that align with operational goals and the University's compensation philosophy.
• Develop and deliver training for employees, managers, and executive leaders on the University's job architecture framework, market-based compensation structure, and position classification process.
• Prepare comprehensive analyses and executive-level recommendations for classification and compensation exception requests, including assessments of organizational impact, market competitiveness, internal equity, and budget considerations to support informed decision-making by senior leadership.
• Conduct compensation analyses for new and existing positions, including market comparisons, internal equity reviews, salary placement recommendations, and cost projections to support hiring, retention, and organizational planning.

Bachelor's degree in related area required plus five years progressively responsible management experience. Additional education may substitute for experience on a year for year basis.