Director - Compensation Operations

About the Opportunity

This job description is intended to describe the general nature and level of work being performed by people assigned to this classification. It is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. 

JOB SUMMARY

Manage an operations/consulting group that provides compensation expertise in the areas of job evaluation, market analysis, pay equity, state/federal pay compliance and position management. Introduce a redesigned compensation program with a new grade scheme, salary ranges and job architecture. Develop and maintain pay guidelines and new communications for HR business partners and managers to better understand the compensation program and make better decisions. Make process improvements includes daily reviews of new requests, tracking outcomes against service level agreements, and data governance for survey administration through PayScale .  
 

MINIMUM QUALIFICATIONS

In depth knowledge of compensation principles, programs and practices. Knowledge of other HR disciplines and employment law. Skills required include organizational, relationship management, active listening, creativity and the ability to influence and inspire others to do their best work. Attributes include agreeableness, conscientiousness, openness and stress tolerance. Knowledge and skills required are ordinarily obtained through a bachelor's degree plus at least 7-10 years of experience.

KEY RESPONSIBILITIES & ACCOUNTABILITIES

1) Leads an operations/consulting group that provides compensation expertise in the areas of job evaluation, market analysis, pay equity, state/federal pay compliance and position management. Manages the day-to-day requests submitted through ServiceNow & Workday to ensure workloads are balanced and completed in a manner that’s timely, thorough and consistent with our compensation philosophy. Ensures team builds effective working relationships with all levels of staff and partners, builds compensation expertise so they can make good business decisions.

2) Annual salary survey management: Ensures survey matches are validated and accurately documented in MarketPay; the number of valid benchmark jobs are maximized; salary survey submissions are submitted on time; survey results are uploaded to MarketPay within 30 days and filed on the server in an organized manner. Develops and prepares an annual market analysis report. Sends refreshed quarterly employee and job files to Payscale and updates the salary ranges annually.  

3) Data Management, Reporting & Analysis: Ensures Workday audits are in place to maintain the integrity of job and employee data. Tracks ServiceNow activity to measure outcomes against service level agreements.  

4) Compensation & Position Management Communications & Development: Develop pay guidelines, job aids, knowledge articles and other communications for HR business partners and managers to better understand the compensation program and make better decisions.

5) Policy & Process: Assesses current state, conducts research, identifies options and makes recommendations to senior leaders on matters of significant importance to the organization.

Position Type

Additional Information

Northeastern University considers factors such as candidate work experience, education and skills when extending an offer.  

All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, religion, color, national origin, age, sex, sexual orientation, disability status, or any other characteristic protected by applicable law.

Compensation Grade/Pay Type:

Expected Hiring Range:

With the pay range(s) shown above, the starting salary will depend on several factors, which may include your education, experience, location, knowledge and expertise, and skills as well as a pay comparison to similarly-situated employees already in the role. Salary ranges are reviewed regularly and are subject to change.