Reporting to the
Director of Compensation and Organizational Services, the Assistant
Director, Compensation will provide consultative and analytical
support with department reorganizations, job reclassifications,
pay-related decisions for new hires, promotions, market adjustments
and internal equity. This position collaborates with Human
Resources Business Partners, UHR staff, managers and leaders acting
as a strategic partner to assigned organizational areas. This
position will deliver compensation reviews, reclassification
requests and requests for new positions, including gathering job
analysis information, reviewing external market data, reviewing
internal comparisons, and recommending grade, range, title, and
FLSA status. The incumbent ensures internal equity and external
competitiveness in recommendations and decisions. The Assistant
Director conducts compensation studies including but not limited to
internal equity reviews and ad-hoc surveys, analyzing market trends
and developing recommendations based on findings.
Provide high level
compensation consultation and guidance on pay decisions, policies
Build and maintain
strong partnerships across the university, including core HR
functions, Human Resources Business Partners (HRBP), leaders,
department heads and managers, to ensure a total rewards package to
address talent attraction, retention and motivation.
principles, best practices and appropriate guidelines to
collaborate on compensation issues, including promotions, pay
adjustments, job classification, retention, offers/counter offers,
performance bonuses and pay supplements.
Serves as a
subject matter expert on compensation processes and issues.
Work with Director
to design compensation programs, policies, procedures and
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.
evaluations to determine the appropriate job grade, title, FLSA
status and compensation package, ensuring consistency across the
university. This includes determining if the promotion is
warranted, reviewing internal and external salary data, and
benchmarking to similar positions at the university.
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
regarding employee pay and independent contractor vs employee
testing to determine appropriate FLSA status of new and updated
research and compensation modeling in support of project
assignments including presentation of findings and
Conduct analysis of
compensation data to identify trends, market competitiveness and
benchmark compensation practices
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.
practices and technology for continuous improvement in compensation
administration and processes.
Director to evaluate all equity, promotion and bonus requests
during the salary increase process. Proactively consult with Human
Resources Business Partners and managers to identify positions that
should be reviewed for job grade, title, FLSA status and
Support and manage
organizational reviews and manage projects
department heads and HRBP to develop and finalize the
reorganization documentation including job descriptions, salary
recommendations, reorganization memo and staffing spreadsheet.
discussions with Assistant Vice President of Human Resources for
Operations, Recruiting and Staffing Operations, Employee and Labor
Relations to finalize the reorganization material and assist with
Serve as lead as
assigned by the Director, Compensation and Organizational
Degree and 5-7 years of compensation experience
developing strategic solutions to a broad range of classification,
compensation and organizational design issues.
base of classification and compensation theory, practices, and
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
ability to work collaboratively with client groups and other areas
of human resources and complete multiple assignments on time.
ability to prioritize assignments to accommodate varied workload
deadlines and conflicting requests.
Skill to work in a
fast-paced, high volume, and frequently changing environment.
in a higher education setting is preferred
demonstrate a high attention to detail and accuracy, as well as
understand the strategic impact of compensation decisions on the
of Microsoft Excel
skills; critical thinking skills as demonstrated through the
ability to draw conclusions, themes and trends from data
Ability to take on
complex problems and applies sophisticated thought to identify
willingness and ability to support and promote a diverse and
inclusive campus community
education background check satisfactory to Brown University.
Please include a
cover letter when submitting your application.
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. For more
information, please visit the Healthy Brown
To apply, please use
this link to directly view the position on Brown’s Career Site
Brown University is
committed to fostering a diverse and inclusive academic global
community; as an EEO/AA employer, Brown considers applicants for
employment without regard to, and does not discriminate on the
basis of, gender, race, protected veteran status, disability, or
any other legally protected status.
About Brown (Please
visit our website and get to know us better at: www.brown.edu
Located in historic
Providence, Rhode Island and founded in 1764, Brown University is
the seventh-oldest college in the United States. Brown is an
independent, coeducational Ivy League institution comprising
undergraduate and graduate programs, plus the Alpert Medical
School, School of Public Health, School of Engineering, and the
School of Professional Studies.
With its talented and
motivated student body and accomplished faculty, Brown is a leading
research university that maintains a particular commitment to
exceptional undergraduate instruction. Brown’s vibrant, diverse
campus community consists of about 4,500 staff and faculty, 6,200
undergraduates, 2,000 graduate students, 490 medical school
students, more than 5,000 summer, visiting, and online students,
and over 700 faculty members. Brown
students come from all 50 states and more than 115 countries. Brown
is frequently recognized for its global reach, many cultural
events, numerous campus groups and activities, active community
service programs, highly competitive athletics, and beautiful
facilities located in a richly historic urban setting.