Director, University Compensation

University of Rochester•Town of Brighton, NY

4d•$141,000 - $211,600•Onsite

About The Position

The Director, University Compensation directs the development, implementation, and administration of staff compensation programs for University of Rochester Medicine. The role aligns workforce and business priorities with the organization’s compensation philosophy, policies, and governance, and advises URochester Medicine leadership on strategies supporting recruitment, retention, market competitiveness, internal equity, and financial sustainability. The Director leads the compensation team supporting URochester Medicine and is accountable for service delivery, program effectiveness, and compliance. The role also partners with HR leadership on University-wide compensation initiatives and translates institutional strategy into effective programs and practices. The position directs compensation planning and program delivery across clinical, research, administrative, and operational workforces; oversees job architecture, classification, pay practices, market assessment, and compensation analysis; and develops recommendations for market adjustments, salary structures, and special pay programs. It leads compliance work, audits, corrective actions, reporting, and compensation-related projects. The Director oversees annual market and merit programs and the compensation component of quarterly reviews, presenting recommendations and supporting implementation of approved actions. The Director leads and develops the compensation team, establishes service expectations and priorities, allocates resources, and oversees complex evaluations and escalated matters. The role exercises decision-making within approved policies and delegated limits, elevating matters with significant financial, policy, or enterprise-wide implications to the Sr. Director of Compensation. The position is based at 60 Corporate Woods, Brighton, New York, with a day shift and a 40-hour scheduled workweek. Compensation range: $141,000–$211,600 annually.

Requirements

Bachelor’s degree and 7 years of progressive related experience, or an equivalent combination of education and experience.
Three years of supervisory experience.
Advanced knowledge of compensation strategy, job evaluation, market pricing, salary structures, pay administration, and compensation program design.
Knowledge of organization design and management principles.
Knowledge of laws, issues, trends, and best practices affecting compensation program administration and policy.
Knowledge of research principles, methods, and data analysis techniques.
Ability to translate institutional compensation strategy into operating plans and solutions.
Ability to communicate effectively orally and in writing.
Ability to use a personal computer and related hardware and software for communication, information, data and record management, and reporting.
Ability to plan, direct, and review others’ work and evaluate performance.
Ability to analyze and interpret statistical data.
Ability to analyze, interpret, and apply HR laws, policies, and standards.
Ability to conduct research, analyze information and data, and present findings and recommendations concisely.
Ability to establish and maintain effective communications and working relationships across the organization.
Ability to build and maintain a high-performing team and support professional development.

Nice To Haves

Master’s degree preferred.
Experience leading compensation programs and advising senior leaders in a large, complex organization preferred.
CCP or other compensation credentials preferred upon hire.

Responsibilities

Direct compensation planning and program delivery for URochester Medicine, establishing priorities and operating plans for clinical, research, administrative, and operational workforce needs.
Partner with executives, Human Resources leadership, and Finance to assess workforce challenges and develop compensation strategies; evaluate impacts, recommend solutions, and obtain approvals through established governance.
Contribute to University-wide compensation strategy and policy development.
Direct consistent application of job architecture, classification standards, compensation policies, and applicable federal and state requirements.
Oversee complex classification and pay-practice matters, including Fair Labor Standards Act exemption determinations, and coordinate with appropriate University resources.
Identify systemic risks, direct audits and corrective actions, and recommend policy or process improvements.
Partner with HR Business Partners, Labor Relations, the Office of Counsel, and other stakeholders to resolve complex issues and support organizational changes.
Lead and develop the compensation team, establish service expectations, allocate resources, and ensure accurate, timely, and consistent compensation support.
Oversee complex job evaluations, market pricing, pay recommendations, and escalated compensation matters; make decisions within delegated limits and elevate significant matters to the Sr. Director of Compensation.
Build team capabilities through coaching, performance management, and succession planning.
Direct market assessment and compensation analysis, including reviews of competitive pay positioning, internal equity, salary compression, and emerging workforce pressures.
Oversee selection and application of relevant healthcare, academic medicine, and other labor-market data consistent with the University’s market alignment strategy.
Develop recommendations for targeted market adjustments, salary structure changes, and special pay programs; partner with Finance to model costs and evaluate investment effectiveness and sustainability.
Establish performance measures and reporting for service delivery, market positioning, program outcomes, and adherence to approved practices.
Partner with HR systems, Workday, reporting, and process owners to improve data quality, controls, workflows, and operational efficiency.
Lead Medical Center implementation of compensation-related projects and organizational changes; develop communications, tools, and training for leaders and HR partners.
Direct compensation-related compliance, monitor legislative and regulatory changes, assess impacts, and lead necessary updates with the Office of Counsel, Human Resources, and Finance.
Oversee compensation audits, identify potential risks, and direct corrective actions to promote consistent and compliant practices.
Oversee participation in annual market, merit, and other approved compensation programs, including the compensation component of quarterly reviews.
Ensure quarterly review requests have consistent analysis, appropriate documentation, financial review, and required approvals; present recommendations and communicate rationale, alternatives, costs, and organizational implications.
Partner with HR Operations, Finance, and operational leaders to implement approved actions and communicate decisions.
Perform other duties as assigned.