Assistant Director, Compensation

About the role

Reporting to the Director of Compensation, the Assistant Director, Compensation will provide consultative and analytical support for department reorganizations, job reclassifications, pay-related decisions for new hires, promotions, market adjustments, and internal equity reviews. This position collaborates with Human Resources Business Partners, University Human Resources (UHR) staff, managers, and senior leaders, acting as a strategic partner to assigned organizational areas.

Responsibilities

• Provide high-level compensation consultation and guidance on pay decisions, policies, and guidelines.
• Build and maintain strong partnerships across the University, including core HR functions, Human Resources Business Partners, senior leaders, department heads, and managers, to ensure a total rewards package addressing talent attraction, retention, and motivation.
• Apply compensation principles, best practices, and appropriate guidelines to collaborate on compensation issues, including promotions, pay adjustments, job classifications, retention, offers/counter offers, performance bonuses, and pay supplements.
• Serve as a subject matter expert on compensation processes and issues.
• Work with the Director to design compensation programs, policies, procedures, and practices.
• Advise on job description development, including job content, title, and qualifications to ensure consistency across the university.
• Develop tools for writing job descriptions, including generic job descriptions, compensation resources, and training programs to assist staff and managers.
• Conduct job evaluations to determine the appropriate job grade, title, FLSA status, and compensation package, ensuring consistency across the university. This includes determining if a promotion is warranted, reviewing internal and external salary data, and benchmarking to similar positions.
• Proactively consult with Human Resources Business Partners and managers to identify positions that should be reviewed for job grade, title, FLSA status, and compensation package.
• Partner with Human Resources Business Partners, managers, and functional experts to develop career progression guidelines and job descriptions.
• Stay up-to-date on current compensation-related legislation to ensure compliance with applicable employment-related federal and state statutory requirements regarding employee pay and independent contractor vs. employee classification.
• Conduct exempt testing to determine appropriate FLSA status of new and updated positions.
• Conduct ad-hoc research and compensation modeling in support of project assignments, including presentation of findings and recommendations.
• Analyze compensation data to identify trends, market competitiveness, and benchmark compensation practices.
• Analyze competitive salary data to support pay decisions and recommendations, including preparing compensation analyses for job audits and equity requests, and performing market pricing evaluations of new and revised positions.
• Leverage best practices and technology for continuous improvement in compensation administration and processes.
• Partner with the Director to evaluate all equity and promotion recommendations during the annual salary increase process.
• Work with department heads and Human Resources Business Partners to develop and finalize reorganization documentation, including job descriptions, salary recommendations, reorganization memos, and staffing spreadsheets.
• Participate in discussions with the Assistant Vice President for Workforce Strategy, and the Talent Acquisition and Employment Services and Employee and Labor Relations units to finalize reorganization materials and assist with implementation.
• Serve as lead on compensation projects as assigned by the Director, Compensation, including reorganizations.

Requirements

• Bachelor’s Degree and 5-7 years of human resources experience with a focus in compensation.
• Specific experience managing or overseeing an annual salary increase program, evaluating positions including FLSA classification, and utilizing market data to inform salary recommendations.
• Experience with developing strategic solutions to a broad range of classification, compensation, and organizational design issues.
• Strong knowledge base of classification and compensation theory, practices, and guiding principles.
• Strong communication skills to convey findings and recommendations clearly and concisely.
• Exceptional interpersonal skills; ability to work across a complex organization and interact and partner with various levels of management, staff, faculty, and outside constituents.
• Ability to work independently and exercise initiative, discretion, and good judgment.
• Demonstrated ability to work collaboratively with client groups and other areas of human resources and complete multiple assignments on time.
• Demonstrated ability to prioritize assignments to accommodate varied workload deadlines and conflicting requests.
• Skilled at working in a fast-paced, high-volume, and frequently changing environment.
• Prior experience in a higher education setting is preferred.

Skills

• High attention to detail and accuracy, as well as an understanding of the strategic impact of compensation decisions on the University.
• Advanced knowledge of Microsoft Excel.
• Strong analytical and critical thinking skills as demonstrated through the ability to draw conclusions, themes, and trends from data analysis.
• Ability to take on complex problems and apply sophisticated thought to identify creative solutions.

Benefits

Please review additional information on the Benefits of Working at Brown.

Schedule

• Time Type: Full time
• Scheduled Weekly Hours: 37.5

Pay

Grade: Grade 11

Location

Position Work Location: Hybrid