Director of Classification and Compensation

Montclair State University•Montclair, NJ

About The Position

Reporting to the Associate Vice President, Human Resources Operations, the Director of Classification and Compensation leads Montclair State University’s classification, compensation, and job architecture programs for a workforce of more than 6,600 full- and part-time employees across civil service, unclassified, managerial, and collective bargaining groups. As head of the Classification and Compensation Center of Expertise, the Director puts the University’s Compensation Philosophy into practice and ensures classification and pay decisions are timely, defensible, equitable, and clearly explained. The role combines strategic development of market-informed job architecture and salary structures with leadership of a high-volume operation governed by published standards, reliable data, and accountable team practices. The Director serves as the University’s principal compensation advisor to senior leadership and partners with HR Business Partners, Budget and Planning, Employee and Labor Relations, Payroll, and HR Operations. The position directs classification reviews and compensation analysis, administers relevant civil service and collective bargaining requirements, oversees compensation processes and data in Workday, and leads and develops the Classification and Compensation team.

Requirements

Bachelor’s degree from an accredited institution in human resources, business administration, public administration, finance, or a related field.
At least five years of progressively responsible classification and compensation experience, including job evaluation, market pricing, and salary structure design or administration.
At least three years supervising professional staff, with demonstrated accountability for team performance, workload, and service outcomes.
Experience in a unionized environment administering classification and compensation provisions of collective bargaining agreements.
New Jersey public sector experience, including Civil Service Commission and Title 4A requirements.
Demonstrated success managing a high-volume operation against measurable service standards and using data to manage backlog and turnaround.
Advanced analytical skills, including Excel-based modeling and cost projection, and experience with a human resources information system.
Ability to explain complex compensation concepts clearly in writing and in person to executives, managers, employees, and union representatives.

Nice To Haves

Master’s degree in a relevant discipline.
Higher education experience, including familiarity with CUPA-HR survey data.
Experience with Workday HCM compensation, position management, and reporting.
Experience leading a job architecture build, salary structure redesign, or pay equity study.
Certified Compensation Professional (CCP), SHRM-SCP, or SPHR.
Experience presenting to senior leadership or a governing board.

Responsibilities

Put the University’s Compensation Philosophy into practice and recommend updates in response to institutional priorities and market conditions.
Design, maintain, and periodically review job architecture and salary structures for applicable employee groups using a defined peer set and documented market-pricing methodology.
Lead periodic pay equity analyses consistent with New Jersey equal pay requirements and recommend and cost remediation.
Ensure salary ranges in job postings meet New Jersey pay transparency requirements and align with approved structures.
Model costs for compensation actions, reclassifications, structure adjustments, salary increase programs, and contract proposals in partnership with Budget and Planning.
Provide compensation analysis and costing for collective bargaining and contract administration in partnership with Labor Relations.
Direct classification, reclassification, title change, promotion, and organizational restructuring reviews, including desk audits, position evaluation, and internal and external benchmarking; serve as final departmental reviewer of recommendations.
Interpret and administer New Jersey Civil Service Commission requirements, including Title 4A, across the civil service employee lifecycle, and serve as the University’s working liaison to the Commission on classification matters.
Administer classification and compensation provisions of collective bargaining agreements, including the professional staff performance-based promotion process, and ensure contractual deadlines are met.
Maintain a consistent, documented job evaluation methodology so comparable requests receive comparable, defensible outcomes.
Ensure job descriptions and position records are accurate, current, and maintained in the system of record.
Establish and publish service standards and turnaround targets for each request type and hold the unit accountable to them.
Maintain a case-tracking process that provides real-time visibility into request status, ownership, and age; regularly review backlog and aging and take documented corrective action.
Report to HR leadership on volume, turnaround, aging, outcomes, and cost; contribute classification and compensation metrics to division, annual, and Board of Trustees reporting.
Own classification and compensation business processes, position management, and compensation data integrity in Workday; identify and lead automation and process improvement.
Maintain standard operating procedures and cross-training to ensure continuity of service.
Serve as principal compensation advisor to the President’s Cabinet, deans, and division leaders, and as an escalation point for HR Business Partners on complex classification and organizational design questions.
Build pay literacy across the University through plain-language guidance, manager toolkits, and workshops about job classification, pay setting, reclassification, and promotion.
Communicate decisions clearly and promptly to employees, managers, and union representatives, escalating complex, sensitive, or high-risk matters appropriately.
Coordinate annual classification, reclassification, reappointment, and promotion calendars with Learning and Talent Development, Employee and Labor Relations, and Academic Affairs.
Lead, coach, and develop the Classification and Compensation team; set performance expectations, distribute work equitably, and monitor quality and productivity.
Build analyst capability and bench strength aligned with the HR division’s Capability Development Framework.
Address performance gaps promptly and in accordance with University procedures and applicable agreements.
Model the service culture and partnership expectations of the HR division.
Perform other duties as assigned; management retains the right to add or change job duties at any time.