Scheduled Hours
40
Position Summary
The Director is a key member of the HR team who collaborates with leaders across the enterprise to develop and refine the university’s compensation philosophy and strategy. Reporting to the Associate Vice Chancellor for HR Compensation and Benefits, the Director will plan, design, and implement competitive and compliant compensation programs, lead transformation initiatives, and ensure our
compensation offerings attract, retain, and motivate top talent. This role directs the compensation function/Center of Excellence (COE) for staff, faculty, and executive compensation across various schools, departments, and divisions including base pay, variable pay, and incentive plans ensuring fair and equitable practices. This role will plan, develop, and implement new and revised compensation programs, policies, and procedures to be responsive to the university's mission, goals, and evolving business needs. Additionally, you will manage and develop a high-functioning team, providing consulting and analytical services to HR and management on compensation-related policies, procedures, and practices.
Job Description
Primary Duties & Responsibilities:
Compensation Program Management
- Design, implement, revise, and manage the administration of compensation plans, programs, and structures that align with market trends and the university’s tripartite mission of education, research, and patient care.
- Lead data-driven transformation initiatives and coordinate implementations with cross-functional teams.
- Lead a team of compensation professionals, setting direction for staff and supporting their growth and development.
- Lead compensation centralization activities to develop a COE in a quickly evolving and developing shared services environment.
- Ensure collection and reporting of key metrics/SLAs.
Stakeholder Support and Training
- Provide advice, training, and education to various stakeholders, including leadership, faculty, and staff, on pay decisions, policy, and guideline interpretation, job evaluations, offers, and pay changes.
- Develop and refine consulting processes, procedures, and workflows to deliver services seamlessly in a COE model.
- Provides advice to the senior leadership team and Board members on compensation-related matters.
Direct Compensation Administration
- Lead the administration of direct compensation (executive, exempt, and nonexempt cash compensation programs, including variable pay/pay-at-risk plans) for the university.
- Oversee annual strategic compensation planning processes, including merit increases, executive compensation, surveys, and structure updates.
- Oversee the visiting learner function to ensure learners are appropriately vetted and categorized.
- Optimize Workday to achieve the best and highest use for the administration of compensation programs.
Communication and Reporting
- Ensure compensation policies are effectively documented and communicated.
- Oversee the creation of high-quality deliverables and reports for executive-level discussions and presentations on compensation strategy.
Market Trends and Benchmarking
- Monitor compensation trends to stay informed about industry best practices and emerging strategies.
- Benchmark compensation programs against those of industry peers to ensure competitiveness and make necessary adjustments.
- Prepare reports and perform analysis of compensation data and programs to identify trends and opportunities for improvement.
Compliance and Documentation
- Ensure compliance with legal and regulatory requirements related to compensation.
- Stay apprised of federal, state, and local compensation laws and regulations to ensure organizational compliance.
Performs other duties as assigned.
Working Conditions:
Job Location/Working Conditions
Normal office environment.
Alternative work schedules.
Ability to move to on and off-campus locations.
Physical Effort
Equipment
Office equipment.
Operate a motor vehicle.
The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all job duties performed by the personnel so classified. Management reserves the right to revise or amend duties at any time.
Required Qualifications
Education:
Bachelor’s degree or combination of education and/or experience may substitute for minimum education.
Certifications:
No specific certification is required for this position.
Work Experience:
Progressively Responsible Experience In Compensation (6 Years), Relevant Experience (10 Years)
Skills:
Base Compensation, Company Operations, Company Policies, Compensation Programs, Government Regulation, Incentive Compensation
Driver's License:
A driver's license is not required for this position.
More About This Job
Required Qualifications:
- Bachelor's degree or equivalent in business, human resources, or related field.
- Ten years of comprehensive compensation experience, plus six years of progressively responsible leadership roles/experience in compensation.
- Knowledge of government regulations, including FLSA as they apply to base and incentive compensation programs, company policies, and academic operations.
Preferred Qualifications:
- Master’s degree or MBA.
- Knowledge of executive and faculty compensation.
- Experience in compensation consulting, large university, or academic medical center setting.
- CCP designation.
- Demonstrated success in multiple Human Resources functional areas within a fast-paced, technically focused environment is essential.
- Results-oriented, strategic thinker, innovative, and flexible in dealing with changing and ambiguous situations.
- Adept at working in a highly collaborative, decentralized environment, with a track record of accomplishment with measurable impact/results.
- Demonstrated success conducting comprehensive needs analysis, organization design and development initiatives, implementing change models, and developing organization structures while proactively driving ongoing optimization efforts.
- Effective project management skills, including successful leadership of projects from the planning phase through completion.
- Effective leadership skills including effective communication delivery, bottom line results orientation, consultative skills, partnership skills, and team building.
- Strong analytical and critical thinking skills are essential.
- Excels at building trusting relationships and influencing without direct authority.
- Excellent listener with strong EQ and diplomacy skills.
- Assertive personality with the ability to challenge others in a professional manner.
- Effective verbal, written, and interpersonal communication skills.
- Demonstrated mastery of Microsoft Office Suite.
- Hands-on leader capable of producing work with limited support.
- Working knowledge of federal, state, and local employment regulations.
Preferred Qualifications
Education:
M.B.A. - Master of Business Administration, Master's degree
Certifications:
Certified Compensation Professional (CCP) - World at Work
Work Experience:
No additional work experience beyond what is stated in the Required Qualifications section.
Skills:
Business Partnerships, Communication, Compensation Analysis, Compensation Plans, Compensation Strategies, Employee Compensation, Executive Compensation, Executive Development, Federal Employment Laws, High Performance Team Building, HR Optimization, HR Project Management, Human Resources (HR), Innovation, Leadership, Microsoft Office, Model Implementation, Needs Analysis, Organizational Structures, People Management, State Employment Laws, Strategic Thinking, Talent Attraction Strategy, Teamwork, Time Management
Grade
G00
Salary Range
Base pay is commensurate with experience.The salary range reflects base salaries paid for positions in a given job grade across the University. Individual rates within the range will be determined by factors including one's qualifications and performance, equity with others in the department, market rates for positions within the same grade and department budget.
Questions
For frequently asked questions about the application process, please refer to our External Applicant FAQ.
Accommodation
If you are unable to use our online application system and would like an accommodation, please emailCandidateQuestions@wustl.eduor call the dedicated accommodation inquiry number at 314-935-1149 and leave a voicemail with the nature of your request.
All qualified individuals must be able to perform the essential functions of the position satisfactorily and, if requested, reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of their job, absent undue hardship.
Pre-Employment Screening
All external candidates receiving an offer for employment will be required to submit to pre-employment screening for this position. The screenings will include criminal background check and, as applicable for the position, other background checks, drug screen, an employment and education or licensure/certification verification, physical examination, certain vaccinations and/or governmental registry checks. All offers are contingent upon successful completion of required screening.
Benefits Statement
Personal
Up to 22 days of vacation, 10 recognized holidays, and sick time.
Competitive health insurance packages with priority appointments and lower copays/coinsurance.
Take advantage of our free Metro transit U-Pass for eligible employees.
WashU provides eligible employees with a defined contribution (403(b)) Retirement Savings Plan, which combines employee contributions and university contributions starting at 7%.
Wellness
Wellness challenges, annual health screenings, mental health resources, mindfulness programs and courses, employee assistance program (EAP), financial resources, access to dietitians, and more!
Family
We offer 4 weeks of caregiver leave to bond with your new child. Family care resources are also available for your continued childcare needs. Need adult care? We’ve got you covered.
WashU covers the cost of tuition for you and your family, including dependent undergraduate-level college tuition up to 100% at WashU and 40% elsewhere after seven years with us.
For policies, detailed benefits, and eligibility, please visit: https://hr.wustl.edu/benefits/
EEO Statement
Washington University in St. Louis is committed to the principles and practices of equal employment opportunity and especially encourages applications by those from underrepresented groups. It is the University’s policy to provide equal opportunity and access to persons in all job titles without regard to race, ethnicity, color, national origin, age, religion, sex, sexual orientation, gender identity or expression, disability, protected veteran status, or genetic information.Washington University is dedicated to building a community of individuals who are committed to contributing to an inclusive environment – fostering respect for all and welcoming individuals from diverse backgrounds, experiences and perspectives. Individuals with a commitment to these values are encouraged to apply.
