Director of Compensation

Washington and Lee University•Lexington, VA

2d•$96,398

About The Position

The Department of Human Resources at Washington and Lee University seeks a Director of Compensation. Reporting to the Executive Director of Human Resources, the Director provides strategic leadership for all aspects of compensation administration, including market analysis, compensation determination, position classification, and organizational development. The Director serves as a trusted partner and advisor to university leaders and employees, offering guidance that aligns compensation strategies with institutional goals and operational needs. By applying data-driven analysis, market insight, and technical expertise in enterprise HR systems, the Director develops and implements equitable and competitive compensation programs that support the university’s ability to attract, reward, and retain exceptional employees. Human Resources engages with the W&L community in a welcoming and professional manner offering people-focused consultation, programming, and resources to recruit, welcome, develop, and support our faculty and staff. The Director of Compensation plays a key role in balancing data driven insight with collaborative partnership across the university. Washington and Lee University actively promotes a dynamic and welcoming environment that allows students and employees of multiple backgrounds 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. Learn more about what makes Washington and Lee University a great place to work and live at jobs.wlu.edu .

Requirements

Bachelor’s degree in human resources, business, finance, data analytics, or a related field; advanced degree or professional certification (e.g., CCP, SHRM-SCP) preferred, or a combination of education and experience providing a similar skillset.
Must be willing to obtain CCP certification.
Advanced proficiency in enterprise systems (Workday preferred), Excel, and reporting tools, with the ability to configure, maintain, and optimize system-driven processes.
Exceptional communication, consultation, and relationship-building skills, with a strong commitment to confidentiality.

Responsibilities

Designs, analyzes, and maintains the University's compensation and classification systems in accordance with institutional goals and market objectives.
Monitors the effectiveness of compensation policies and practices and recommends data-informed solutions that strengthen internal equity and external competitiveness.
Oversees position development and maintenance within Workday, ensuring accuracy, consistency, and compliance with FLSA and University standards.
Conducts detailed job analyses to determine classifications and reclassifications, and partners with managers to create, review, and update job descriptions that attract deep candidate pools.
Leads the University’s market pricing strategy through participation in national and specialized salary surveys (e.g., CUPA-HR, AAUP, Mercer) and applies advanced analysis to assess competitiveness and develop pay ranges.
Maintains Job Family and Job Profile catalogs in accordance with market pricing structure in Workday.
Recommends employee pay adjustments based on market movement, budget parameters, and internal equity considerations to maintain the University’s desired market position.
Determines appropriate salary offers and internal promotions using a data-driven approach that incorporates market analysis, internal equity, and candidate qualifications.
Designs competitive offer packages that align with University policy and support successful recruitment and retention efforts.
Directs the university-wide salary increase process within established budget parameters.
Develops analytical frameworks to support equitable, performance and market-based salary adjustments to effectively recognize employee contributions.
Consults with managers and leadership on distribution objectives and process support.
Ensures accuracy through validation, testing and process optimization in Workday and the distribution of annual increase decisions.
Collaborates directly with managers and employees on compensation-related employee relations matters, reviewing and responding to questions and providing guidance on pay decisions, job classifications, market data interpretation, and the equitable application of compensation policies.
Serves as the subject matter expert for compensation data and reporting structures in Workday.
Configures and maintains templates, workflows, and generates employment documents, ensuring data integrity and system accuracy.
Develops automated processes and reporting tools to streamline compensation administration and enhance transparency.
Oversees position management data within Workday, tracks changes, and develops detailed reports to ensure position budget accuracy and reporting.
Partners with Finance and HR leadership to align position budgets with institutional priorities.
Conducts statistical analyses of staff compensation, staffing levels, and position budgets to identify trends, forecast needs, and support data-driven decision-making.
Develops and maintains longitudinal data and dashboards to monitor equity, competitiveness, and budget.
Oversees the organizational hierarchy in Workday, consulting with department heads and academic leaders on structure, staffing, and reorganization strategies to ensure alignment and accuracy.
Provides consultation regarding the university’s organizational development structure, position development, and compensation structure/philosophy for leadership, managers, and employees.
Additional related duties as assigned.