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Assistant Director of Compensation Programs

Employer
Washington and Lee University
Location
Virginia, United States
Salary
Salary Not Specified
Posted date
Oct 1, 2021

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Position Type
Administrative, Academic Affairs, Academic Administration, Faculty Affairs, Business & Administrative Affairs, Financial Affairs, Human Resources Administration, Executive, Executive Directors
Salary Band
Not specified
Employment Type
Full Time
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Job Description:

Reporting to the Executive Director of Human Resources, the Assistant Director of Compensation Programs provides leadership and direction for all aspects of compensation administration including market pricing, compensation determination, position classification, job descriptions, salary survey administration, organizational development, and position budgeting. Plans, develops, and implements the University’s compensation programs for staff employees in order to attract and retain a high caliber and diverse workforce.

Washington and Lee University actively promotes a dynamic and inclusive environment that allows students and employees of multiple backgrounds, cultures, and perspectives to learn, work, and thrive together. Successful candidates will contribute to that environment and exhibit potential for excellence in their areas of expertise.

Essential and Related Functions:

  • Designs and maintains the University's compensation and classification system in accordance with the University's goals, strategic plan and competitive objectives. Monitors the effectiveness of compensation policies, guidelines and procedures and provides creative solutions to encourage desired outcomes and to reduce barriers to employment.

  • Responsible for position development and maintenance in Workday. Performs job analysis to determine position classification and reclassifications according to FLSA and University standards. Manages job descriptions in Workday, working with managers to write, approve and revise descriptions to attract strong and diverse applicant pools.

  • Oversees University's market pricing strategy. Participates in various national salary surveys including CUPA- HR, AAUP, and Sullivan Cotter as well as specific salary surveys conducted by professional organizations to assess the University’s pay status relative to the stated compensation objectives. Develops, maintains, and adjusts market reference ranges for all staff positions based on annual market data and internal equity considerations.

  • Administers University annual salary increase process within established pool and market adjustment parameters. Develops a matrix of pay opportunities to reward talent, encourage equity and acknowledge service. Configures Workday to appropriately distribute the salary pool within indicated budget parameters. Oversees annual promotion process to recognize employee job growth and development.

  • Communicates annual salary increases via Workday compensation statement document generation. Configures document generation process, letter language and tests for anomalies.

  • Produces employment letters related to offers, promotions and transfers. Knowledgeable in the Workday Document Generation process; able to modify letters as necessary.

  • Provides consultation, analysis, and modeling on annual position budget. Oversees and tracks position management within Workday Position Budgeting reports. Develops position budget annually.

  • Determines appropriate offers for all staff and internal promotions. Uses the pay policy as a guideline, in addition to considerations such as campus equity, market comparisons, difficulty to hire, and candidate skill, experience and education. Develops offer packages to attract candidates and assist new employees in their transition to W&L.

  • Performs statistic-driven analysis of staff compensation, staffing levels and position budgets. Maintains annual reports and counts to track trends and historic data.

  • Oversees compensation and position management processes associated with faculty such as: academic unit head management and allowance updates, faculty promotions, and phased faculty compensation adjustments.

  • Oversees managerial hierarchy and organizational structure in Workday. Consults with department heads on organizational development issues. Provides advice, information, and compensation analytics about reorganization opportunities. Updates supervisory organization structure when there is a new academic or administrative department head.

  • Additional related duties as assigned.



Minimum Qualifications:

Bachelor’s degree required with advanced degree or Human Resources certification preferred with relevant experience in human resources, higher education administration, non-profit administration, or a combination of education and experience providing a similar skillset. Must have strong analytical and computer skills including proficiency in Excel, Word, Adobe and PowerPoint. Experience in Workday or Enterprise System Administration is advantageous. Must possess advanced interpersonal and communication skills and ability to work effectively and exercise a high-degree of diplomacy, discretion and collaboration in dealing with constituencies at all levels.

The university requires employees to become fully vaccinated for COVID-19 and new employees must provide proof of at least their first shot prior to the first day of employment. Individuals may seek a medical or a religious exemption to the vaccination requirement.

Application Instructions: Review of applications will begin immediately and continue until position is filled. Resume, cover letter and three professional references are required. You will be asked to provide contact information for professional references in the application questionnaire.

External Applicants: Please upload your resume on the Quick Apply screen. Your application will automatically populate your resume details, and you may verify and update data on the My Information page. Add your cover letter and any other documents required for the position to the Resume/CV document upload section at the bottom of the My Experience application page. You will not be able to modify your application after you submit it. The My Experience page is the only opportunity to add your cover letter and supporting document attachments.

Current W&L Employees: Refer to this Job Aid for additional guidance.

Physical Requirements:

  • Fingering: Picking, pinching, typing or otherwise working, primarily with fingers rather than with whole hand or arm as in handling.

  • Grasping: Applying pressure to an object with the fingers and palm.

  • Repetitive motions: Making substantial movements (motions) of the wrists, hands, and/or fingers.



Working Conditions: Typical Office Environment

Types of Work: Light work: Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work.

Work Schedule: M-F, 8:30am - 4:30pm

Benefit Eligible

FLSA:

Exempt

Weekly Hours:

35

Minimum Pay:

$71,479.00

Pay commensurate with experience.

Washington and Lee affirms that diverse perspectives and backgrounds enhance our community. We are committed to the recruitment, enrichment, and retention of students, faculty, and staff who embody many experiences, cultures, points of view, interests, and identities. As engaged citizens in a global and diverse society, we seek to advance a positive learning and working environment for all through open and substantive dialogue.

Washington and Lee is an Equal Opportunity Employer. As such, we are interested in candidates who are committed to high standards of scholarship, performance and professionalism and to the development of a campus climate that supports equality and diversity in our faculty, staff and student body. Job description requirements are representative, but not all-inclusive of the knowledge, skill, and abilities needed to successfully perform this job. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential functions.

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