Associate Director of Compensation

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. This role ensures compensation and classification practices align with applicable University System of Georgia policies and guidance, and collaborates with peer institutions across the USG to benchmark practices, share insights, and advance consistent, high-quality outcomes. Job Duties Job Duty 1: 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. Job Duty 2: 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 tradeoffs. Job Duty 3: 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. Job Duty 4: 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. Job Duty 5: Lead and/or support compensation cycle planning and execution, including calendars, guidelines, range updates, planning support, and insights that inform salary increase budgeting and decisions. Job Duty 6: Lead improvements to compensation-related guidance, procedures, controls, and standard work to strengthen compliance, consistency, and audit-ready documentation. Job Duty 7: Lead compensation reporting, analytics, dashboards, and executive-ready summaries; translate findings into clear decision options and recommendations for leaders. Job Duty 8: 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. Job Duty 9: Lead, coach, and develop a high-performing team through goal setting, delegation, quality review, performance feedback, training, and development planning aligned to Institute priorities. Job Duty 10: Other Duties as assigned. #J-18808-Ljbffr