Assistant Director, Compensation

Job Description:

Reporting to the Director of Compensation and Organizational Services, the Assistant Director, Compensation position will collaborate with Human Resources Business Partners, University Human Resources (UHR) staff, managers and senior leaders, acting as a strategic partner to assigned organizational areas. The incumbent will conduct compensation reviews and evaluate reclassification requests and requests for new positions, including gathering job analysis information, reviewing external market data and internal comparisons, and recommending grade, title, salary, and FLSA status. They will ensure internal equity and external competitiveness in recommendations and decisions. They will also conduct compensation studies, including, but not limited to, internal equity reviews and market trend analysis, and develop recommendations based on findings.

Major Responsibilities:

Provide high level compensation consultation and guidance on pay decisions, policies and guidelines 35%

Supporting Actions:

• 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 to address 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 on 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 at the university.
  
  
• 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.
  
  

Conduct analysis of compensation data to identify trends, market competitiveness and benchmark compensation practices 35%

Supporting Actions:

• Analyze competitive salary data to support pay decisions and recommendations. This includes 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.
  
  

Support and manage organizational reviews and manage projects 30%

Supporting Actions:

• 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.
  
  
• Serve as lead on compensation projects as assigned by the Director, Compensation and Organizational Services, including reorganizations.
  
  

Education and Experience:

• Bachelor’s Degree and 5-7 years of human resources experience with a focus in compensation
• Specific experience 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.
• Demonstrated commitment to diversity, equity, and inclusion and to working with a diverse campus community.
• Experience in a research environment and familiarity with research administration is helpful.

Please include a cover letter when submitting an application for this position.

Background Check: All offers of employment are contingent upon a successful criminal background check and education verification satisfactory to Brown.

Brown University offers a flexible work/life balance; summer hours, winter break and a comprehensive Benefits package including time off, annual paid holidays; benefits offerings including health, dental, vision, tuition assistance, retirement, wellness, employee discounts and more. To learn about Brown University’s benefits, visit the UHR webpage for further information: https://www.brown.edu/about/administration/human-resources/benefits

Recruiting Start Date:

2022-10-19

Job Posting Title:

Assistant Director, Compensation

Department:

University Human Resources

Grade:

Grade 11

Worker Type:

Employee

Worker Sub-Type:

Regular

Time Type:

Full time

Scheduled Weekly Hours:

37.5

Position Classification:

Hybrid Eligible

Submission Guidelines:

Please note that in order to be considered an applicant for any staff position at Brown University you must submit an application form for each position for which you believe you are qualified. Applications are not kept on file for future positions. Please include a cover letter and resume with each position application.

Vaccination Requirements:

In order to maintain 90% or greater universal vaccination rates on campus, all newly hired employees at Brown University must receive the final dose of the COVID-19 vaccine before they begin work, unless they are approved for a medical or religious exemption. All employees must also receive a COVID-19 booster within thirty (30) days of becoming eligible. For more information, please visit the Healthy Brown site.

Still Have Questions?

If you have any questions you may contact employment@brown.edu .

EEO Statement:

Brown University is an E-Verify Employer.

As an EEO/AA employer , Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based upon a person’s race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law, and caste, which is protected by our University policies.