Director, Compensation, Human Resources

Wake Forest University•Winston-Salem, NC

1d•Onsite

About The Position

This position is responsible for creating a comprehensive compensation philosophy and strategy for Wake Forest University designed to attract and retain top talent. The Director will lead a group of compensation professionals to develop, implement, and maintain the compensation/classification functions. The Director of Compensation provides direction, guidance, and interpretation of policies to the WFU community on all compensation-related matters, assuring that programs are compliant with federal and state regulations, internally equitable, externally competitive, and fiscally responsible. The incumbent will work with a high degree of independence under the general direction of the Executive Director, Compensation & Benefits.

Requirements

Bachelor's degree with five years of related experience and one to three supervisory/management experience, including professional compensation experience.
Proven ability to work collaboratively with operating units and other HR team members.
Demonstrated ability to work effectively using sound judgment and decision-making.
Commanding knowledge of FLSA and applicable guidelines covering overtime.
Ability to analyze complex information, define and solve problems, collect, analyze, and report data. Skill in writing accurate recommendations for process improvement.
Ability to analyze and assess strategic issues within the broader human resources context and provide integrated solutions.
Skill in organizing resources and establishing priorities.
Ability to effectively use standard office suite applications, specifically database applications such as Excel.
Proven ability to maintain the confidentiality of sensitive HR information.
Ability to present and display a professional demeanor always.
Excellent interpersonal, communication, and time management skills.
A high degree of attention to detail.
Efficient and effective decision-maker.
Responsible for own work.
Directly supervise Compensation staff members.
Work requires contact with staff, faculty, and vendors.
Accountable for the security and confidentiality of proprietary or sensitive information. Accessing or disclosing such information or data must be deemed necessary for the performance of one’s job responsibilities and must be authorized by the employee’s supervisor.

Nice To Haves

Bachelor's degree in Human Resources or business-related field.
CCP, PHR, and/or SHRM certifications are preferred.
Experience using Workday.
Experience in higher education.
Excellent management and interpersonal skills, including tact, discretion, and high ethical standards in dealing with confidential information. Ability to work collaboratively with all levels of the organization and maneuver through conflict effectively.
Knowledge of mathematical and statistical principles and their applications relative to compensation analysis.
Cultural competence to effectively interact with a diverse employee population.
Demonstrated leadership and mentoring of staff.
Experience with successfully navigating change in a complex organization.

Responsibilities

Establish strategic direction, set goals, and manage compensation and classification unit projects. Anticipate future needs, challenges, and opportunities and collaborate with HR colleagues on long-range planning.
Recommend, update, and implement compensation/classification policies and practices and ensure compliance with legal and regulatory requirements. Provide leadership, guidance, and training on day-to-day compensation procedures and policy interpretation. Ensure appropriate auditing measures are in place.
Plan, develop, and coordinate the implementation for annual salary administration; lead and guide the implementation.
Lead, manage, and perform classification/compensation studies and job analysis for individual, new, and existing positions. Manage the process of requesting new or revised job descriptions; evaluate needs based on organizational or market factors; assess appropriate pay through job evaluation methodology and market data.
Develop and maintain job families and corresponding pay structures, updating as necessary. Monitor minimum wage pay among peer schools and institutions; provide financial analyses to help WFU stay competitive and make pay recommendations.
Coach, counsel, and assist campus leadership in understanding compensation theory and practice, applying both theory and practice in recommending courses of action. Design and develop tools to help managers in making compensation-related decisions. Consult with management on reorganizations, classification, and compensation matters.
Perform other related duties and participate in special projects as assigned.
Work with Payroll to meet deadlines for timely and accurate payments.
Review business processes to identify and address opportunities for improvement.