Associate Director-Compensation - GTRI

Job Title: Associate Director-Compensation - GTRI Job ID: 297761 Location: Atlanta, Georgia Regular/Temporary: Regular Full/Part Time: Full-Time Job Summary The Associate Director of Classification and Compensation provides leadership and subject matter expertise to design, administer, and continuously improve compensation and classification programs that support institutional goals and enable talent attraction, retention, and workforce effectiveness. This role operates with analytical rigor, strong business judgment, and a consultative approach to deliver data‑driven recommendations on pay positioning, job evaluation, market competitiveness, and internal alignment. The Associate Director leads and develops a team, sets priorities and goals, and ensures high‑quality execution across compensation and classification activities. Working in a fast‑paced, dynamic environment, the Associate Director partners closely with Human Resources Business Partners, Talent Acquisition, Finance, Legal, and senior leaders to navigate complex issues, manage competing priorities, and deliver timely, defensible outcomes. The role requires executive presence, strong communication skills, and the ability to translate complex analyses into clear decision options, while maintaining compliance, internal controls, and audit‑ready documentation. Responsibilities Lead day‑to‑day compensation and classification service delivery, including request intake, analysis, documentation, and escalation support to ensure accurate, consistent, and timely outcomes across the Institute. Serve as a consultative advisor to leaders and Human Resources partners by providing data‑driven guidance on pay decisions, market competitiveness, internal alignment, parity/compression considerations, and risk trade‑offs. Lead job evaluation and leveling activities and partner with classification stakeholders to support consistent job documentation, job family alignment, and career level placement within the established governance framework. Lead compensation and classification initiatives using program management practices (scope, milestones, risks, stakeholder updates) and leverage technology and AI‑enabled analysis to improve cycle readiness, decision support, and process efficiency. Lead compensation cycle planning and execution, including calendars, guidelines, range updates, planning support, and insights that inform salary increase budgeting and decisions. Lead improvements to compensation‑related guidance, procedures, controls, and standard work to strengthen compliance, consistency, and audit‑ready documentation. Lead compensation reporting, analytics, dashboards, and executive‑ready summaries; translate findings into clear decision options and recommendations for leaders. Partner with human resources information system stakeholders to optimize tools supporting compensation and classification processes; perform data validation and audits to ensure data integrity and internal controls. Lead, coach, and develop a high‑performing team through goal setting, delegation, quality review, performance feedback, training, and development planning aligned to Institute priorities. Perform other duties as assigned. Required Qualifications Education: Bachelor’s degree in a related discipline or equivalent, with related experience. Experience: 6+ years of relevant experience, including 3+ years of supervisory experience. Experience leading compensation or classification programs in a complex organization (e.g., salary structure development, maintenance, job architecture modernization, or system/process improvements). Experience using analytics and data visualization to support executive decision‑making (including exposure to AI‑enabled tools for analysis, forecasting, or workflow improvement). Experience managing projects or multi‑workstream initiatives, including planning, stakeholder communication, and delivery timelines. Preferred Qualifications Master’s degree in a related field or equivalent combination of education and experience. Professional certification (e.g., Certified Compensation Professional, SHRM Senior Certified Professional, Senior Professional in Human Resources, or similar). Experience working in higher education, research, the private sector, or public‑sector environments. Compensation Pay Range: $114,031‑$130,000/yr. Knowledge, Skills & Abilities Knowledge – Compensation strategy, salary structures, pay positioning, and salary administration practices; job evaluation, leveling, and job documentation practices; market pricing, job matching, and compensation survey interpretation; governance, compliance concepts, and documentation practices that support audit readiness. Skills – Quantitative analysis, modeling, and developing clear decision support materials for leaders; applying program and project management practices to deliver work across multiple stakeholders and timelines; utilizing technology to improve reporting, streamline processes, and enhance service delivery (including AI‑enabled analysis where appropriate); strong written and verbal communication skills, including the ability to translate technical concepts into plain language. Abilities – Exercise sound judgment and present options that explain cost, risk, and workforce impact; influence and partner effectively across Human Resources, finance, legal, and senior leadership; lead and develop teams with varied perspectives and experiences through coaching, feedback, and performance support; manage competing priorities in a fast‑paced environment while maintaining accuracy and quality. Other Information This is a supervisory position. This position does not have any financial responsibilities, does not require a purchasing card (P‑Card), does not require security clearance, and is considered a position of trust. Equal Employment Opportunity The Georgia Institute of Technology (Georgia Tech) is an Equal Employment Opportunity Employer. The Institute is committed to maintaining a fair and respectful environment for all. To that end, and in accordance with federal and state law, Board of Regents policy, and Institute policy, Georgia Tech provides equal opportunity to all faculty, staff, students, and all other members of the Georgia Tech community, including applicants for admission and/or employment, contractors, volunteers, and participants in institutional programs, activities, and services. Georgia Tech complies with all applicable laws and regulations governing equal opportunity in the workplace and in educational activities. Equal opportunity and decisions based on merit are fundamental values of the University System of Georgia (USG) and Georgia Tech. Georgia Tech prohibits discrimination, including discriminatory harassment, on the basis of an individual's race, ethnicity, ancestry, color, religion, sex (including pregnancy), national origin, age, disability, genetics, or veteran status in its programs, activities, employment, and admissions. Background Check The candidate of choice will be required to pass a pre‑employment background screening. #J-18808-Ljbffr