Director Compensation

University of Richmond

3d•$125,000 - $175,000•Onsite

About The Position

SUMMARY: Please submit a resume and cover letter to be considered. Reporting to the Chief Human Resources Officer, the Director of Compensation provides strategic and operational leadership for the University’s compensation programs. The Director plans, designs, and evaluates compensation programs, ensuring that practices are thoughtfully designed and consistently applied in alignment with the University’s mission, vision, and operational needs. This role blends consultation, governance, and clear communication to deliver a transparent and responsive compensation program that supports the University community.

Requirements

Bachelor’s degree in Human Resources, Finance, or related field required.
7+ years of Human Resources experience with at least 5 years of compensation experience.
At least 3 years of managerial experience.
Previous experience in the design, implementation, and administration of compensation programs.

Nice To Haves

Master’s degree in business administration or human resources preferred.
CCP preferred.
Workday experience using Workday Advanced Compensation preferred.

Responsibilities

Provide strategic direction and oversight for the University’s staff and executive compensation programs.
Maintain and refine salary structures, practices, policies, and tools to ensure consistency and alignment with institutional priorities.
Monitor market trends, peer practices, and regulatory changes to keep the programs current and competitive.
Evaluate program effectiveness through benchmarking and analysis, using data to inform recommendations.
Lead the preparation of annual salary competitiveness analyses and related materials for senior leadership to support strategic decision-making.
Lead the annual and off-cycle compensation cycles, including merit, promotion, and bonus processes.
Partner with HR Talent team members on the annual performance cycle as it relates to merit process, including timelines, communications, and training.
Ensure Workday compensation processes and modules are optimized for efficiency and user experience, working closely with the Workday Sustainment team to support configuration, testing, and continuous improvement.
Identify and implement process improvements that enhance consistency, communication, and efficiency.
Serve as a trusted advisor to HR Business Partners, managers, and senior leaders on compensation strategy and individual pay decisions.
Partner with the Talent Acquisition Team to ensure recruitment salaries remain competitive and support our ability to recruit and retain talent.
Lead a proactive communication campaign that builds understanding and trust in the University’s compensation philosophy and practices, using written materials, presentations, and in-person engagement across campus.
Build strong relationships across the University to ensure consistent and informed application of compensation practices.
Collaborate with the Office of Planning and Budget to ensure compensation recommendations are aligned with financial parameters.
Lead and develop the Compensation team, fostering collaboration, accountability, and professional growth.
Model a service-oriented approach that promotes transparency, equity, and continuous improvement, working closely with HR’s senior leadership to achieve cross-functional alignment and shared understanding.