Georgia Tech
Director of Compensation (Hybrid)
Georgia Tech, Atlanta, Georgia, United States, 30383
About UsGeorgia Tech prides itself on its technological resources, collaborations, high-quality student body, and its commitment to building an outstanding and diverse community of learning, discovery, and creation. We strongly encourage applicants whose values align with our institutional values, as outlined in our strategic plan. These values include academic excellence, diversity of thought and experience, inquiry and innovation, collaboration and community, and ethical behavior and stewardship. Georgia Tech has policies to promote a healthy work-life balance and is aware that attracting Faculty may require meeting the needs of two careers.
Georgia Tech is a top-ranked public research university situated in the heart of Atlanta, a diverse and vibrant city with numerous economic and cultural strengths. The Institute serves more than 45,000 students through top-ranked undergraduate, graduate, and executive programs in engineering, computing, science, business, design, and liberal arts. Georgia Tech's Faculty attracted more than $1.4 billion in research awards this past year in fields ranging from biomedical technology to artificial intelligence, energy, sustainability, semiconductors, neuroscience, and national security. Georgia Tech ranks among the nation's top 20 universities for research and development spending and is No. 1 among institutions without a medical school.
Georgia Tech's mission is to develop leaders who advance technology and improve the human condition. The Institute has nine key values that are foundational to everything we do:
Students are our top priority.
We strive for excellence.
We thrive on diversity.
We celebrate collaboration.
We champion innovation.
We safeguard freedom of inquiry and expression.
We nurture the well-being of our community.
We act ethically.
We are responsible stewards.
Over the next decade, Georgia Tech will become an example of inclusive innovation, a leading technological research university of unmatched scale, relentlessly committed to serving the public good, breaking new ground in addressing the biggest local, national, and global challenges and opportunities of our time; making technology broadly accessible; and developing exceptional, principled leaders from all backgrounds ready to produce novel ideas and create solutions with real human impact.
Department InformationGeorgia Tech Human Resources (GTHR) serves the Institute and its more than 14,000 employees through strategic counsel, employee engagement, and essential human capital management operations. As the people's unit, GTHR is engaged throughout the employee's lifetime at Georgia Tech. Our team works with sensitive employee information and assists in the management of complex employee issues. Professionalism and confidence are of the utmost importance within our team.
What we do:
Process payroll and maintain employment data for approximately 14,000 active faculty, staff, and students.
Strive to attract, recruit, and retain the best talent in the marketplace.
Provide immigration, labor, and tax support required for foreign national faculty and staff to work at Georgia Tech and support employees performing services overseas.
Leverage a market-driven compensation structure to attract and retain employees.
Advise employees and managers regarding work performance and conflict management.
Job SummaryDirect, design, plan, and implement compensation policies, objectives, and initiatives (faculty and staff) for the Institute. Oversee the collection of wage, salary, and incentive survey data to ensure the organization's compensation programs/objectives are competitive. Plan and administer equity programs and executive programs that drive organizational performance and comply with laws and regulations. Oversee messaging to employees to promote clarity and reinforce the value of compensation programs. Keep abreast of regulatory, market, and practice changes and trends. Champion timely and robust data collection and analysis processes supporting research, market, pay, and other compensation studies. Provide direction on all compensation matters and collaborate with leaders, Talent Acquisition, Executive Leadership, Faculty Affairs, and HR partners to ensure that compensation programs align with and support key university initiatives. Lead a team of compensation professionals, managing the performance and development of the team.
This position will interact on a regular basis with Talent Acquisition, HR partners, Institute leadership, and staff.
This position typically will advise and counsel Department/Campus leaders, Talent Acquisition, and HR Partners.
This position will supervise Assigned Staff.
Responsibilities
Leading a team of professionals, this role directs the development of compensation functions, including survey participation, job evaluation and classification, salary structure development, salary market and equity studies and implementation, alignment of incentive plan design, pay program administration and other associated initiatives.
Provide leadership to integrate and align compensation goals and objectives into long-term HR and Institute-wide strategic plans.
Monitor wage and hour regulations and prevailing market rates, recommending changes as appropriate to establish and maintain competitive salaries following the Institute's compensation philosophy. Ensure that classification and compensation administration activities follow GT's compensation policies and comply with applicable Board of Regents (BOR), State, and Federal regulations, including content validity throughout the outcomes of the compensation administration process. Direct review or audit of compensation programs for risk and liability; develop programs to respond to issues.
Responsible for managing the efficient, effective, and timely day-to-day operational administration and maintenance of classification activities, including analyses, development of accurate and content-valid job descriptions, consistent internal job evaluation plan administration and external market pricing, annual maintenance of the Institute's job family-based pay structures, and the allocation of jobs to appropriate pay structures and pay grades. Formulate and determine Institute-wide standards and strategies for compliance with the Fair Labor Standards Act (FLSA).
Coach, counsel, and assist institute leadership in understanding compensation theory and practice, applying both theory and practice to recommend courses of action. Design and develop tools to help people leaders in making compensation-related decisions. Apply and interpret policies and best practices into practical application. Oversee the development and implementation of compensation education programs for the Institute community and people leaders.
Recommend, update, and implement compensation/classification policies. Evaluate and modify existing compensation practices to ensure compliance with legal and regulatory requirements.
Responsible for compensation policy and program strategy development utilizing benchmark best practices, relevant trend research, and information on competitive total rewards. Manage specialized market studies.
Anticipate future needs, challenges, and opportunities and collaborate with HR colleagues on long-range planning. Establish strategic direction, set goals, and manage compensation and classification unit projects.
Serves as the escalation point for complex/high-priority compensation matters. Perform complex data analysis; prepare reports and/or presentations for executive leadership; and engage with Institute peers throughout the Institute and HR to plan and implement annual Institute-wide compensation initiatives. Ensure programs, policies, and procedures support and enhance the goal of achieving an equitable workforce.
Perform other related duties as assigned.
Required QualificationsEducational RequirementsBachelor's degree, preferably in Human Resources Management, Business Administration, Organizational Development, Psychology, or a related field.
Required ExperienceTen or more years of experience designing, implementing, and administering compensation programs, job evaluation, and market pricing methodology, preferably in higher education and research environments. Five or more years of direct supervisory experience and development of teams.
Proposed SalaryPay Range: $110,710-$150,566/yr.
Knowledge, Skills, & AbilitiesKNOWLEDGEKnowledge, understanding, and application of Federal and State employment laws. Experience in designing, developing, implementing, and administering all types of compensation programs, emphasizing transferrable skills to an R1 institution. High proficiency in consultation, executive coaching, customer service, strategic communications, collaboration, interpersonal, and management skills, committed to supporting a diverse and inclusive community. Knowledge of mathematical and statistical principles and their applications relative to compensation analysis.
SKILLSHigh proficiency in financial analysis, modeling, and budgeting. High proficiency in data analytics and use of Excel.
ABILITIESCultural competence to effectively interact with a diverse employee population. Demonstrated leadership and mentoring of staff. Experience with successfully navigating change in a complex organization.
USG Core ValuesThe University System of Georgia is comprised of our 26 institutions of higher education and learning as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found on-line at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct.
Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom, found on-line at https://www.usg.edu/policymanual/section6/C2653.
Equal Employment OpportunityThe Georgia Institute of Technology (Georgia Tech) is an Equal Employment Opportunity Employer. The University is committed to maintaining a fair and respectful environment for all. To that end, and in accordance with federal and state law, Board of Regents policy, and University policy, Georgia Tech provides equal opportunity to all faculty, staff, students, and all other members of the Georgia Tech community, including applicants for admission and/or employment, contractors, volunteers, and participants in institutional programs, activities, or services. Georgia Tech complies with all applicable laws and regulations governing equal opportunity in the workplace and in educational activities.
Georgia Tech prohibits discrimination, including discriminatory harassment, on the basis of race, ethnicity, ancestry, color, religion, sex (including pregnancy), sexual orientation, gender identity, gender expression, national origin, age, disability, genetics, or veteran status in its programs, activities, employment, and admissions. This prohibition applies to faculty, staff, students, and all other members of the Georgia Tech community, including affiliates, invitees, and guests. Further, Georgia Tech prohibits citizenship status, immigration status, and national origin discrimination in hiring, firing, and recruitment, except where such restrictions are required in order to comply with law, regulation, executive order, or Attorney General directive or where they are required by Federal, State, or local government contract.
More information on these policies can be found here: https://www.usg.edu/policymanual/section6/c2714 Board of Regents Policy Manual | University System of Georgia (usg.edu).
Other Information
This is a supervisory position.
This position does have financial responsibilities.
This role is considered a position of trust.
This position does require a purchasing card (P-Card).
This position does not require a security clearance.
Location: Atlanta, GA
Background CheckSuccessful candidate must be able to pass a background check. Please visit http://policylibrary.gatech.edu/employment/pre-employment-screening
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Georgia Tech is a top-ranked public research university situated in the heart of Atlanta, a diverse and vibrant city with numerous economic and cultural strengths. The Institute serves more than 45,000 students through top-ranked undergraduate, graduate, and executive programs in engineering, computing, science, business, design, and liberal arts. Georgia Tech's Faculty attracted more than $1.4 billion in research awards this past year in fields ranging from biomedical technology to artificial intelligence, energy, sustainability, semiconductors, neuroscience, and national security. Georgia Tech ranks among the nation's top 20 universities for research and development spending and is No. 1 among institutions without a medical school.
Georgia Tech's mission is to develop leaders who advance technology and improve the human condition. The Institute has nine key values that are foundational to everything we do:
Students are our top priority.
We strive for excellence.
We thrive on diversity.
We celebrate collaboration.
We champion innovation.
We safeguard freedom of inquiry and expression.
We nurture the well-being of our community.
We act ethically.
We are responsible stewards.
Over the next decade, Georgia Tech will become an example of inclusive innovation, a leading technological research university of unmatched scale, relentlessly committed to serving the public good, breaking new ground in addressing the biggest local, national, and global challenges and opportunities of our time; making technology broadly accessible; and developing exceptional, principled leaders from all backgrounds ready to produce novel ideas and create solutions with real human impact.
Department InformationGeorgia Tech Human Resources (GTHR) serves the Institute and its more than 14,000 employees through strategic counsel, employee engagement, and essential human capital management operations. As the people's unit, GTHR is engaged throughout the employee's lifetime at Georgia Tech. Our team works with sensitive employee information and assists in the management of complex employee issues. Professionalism and confidence are of the utmost importance within our team.
What we do:
Process payroll and maintain employment data for approximately 14,000 active faculty, staff, and students.
Strive to attract, recruit, and retain the best talent in the marketplace.
Provide immigration, labor, and tax support required for foreign national faculty and staff to work at Georgia Tech and support employees performing services overseas.
Leverage a market-driven compensation structure to attract and retain employees.
Advise employees and managers regarding work performance and conflict management.
Job SummaryDirect, design, plan, and implement compensation policies, objectives, and initiatives (faculty and staff) for the Institute. Oversee the collection of wage, salary, and incentive survey data to ensure the organization's compensation programs/objectives are competitive. Plan and administer equity programs and executive programs that drive organizational performance and comply with laws and regulations. Oversee messaging to employees to promote clarity and reinforce the value of compensation programs. Keep abreast of regulatory, market, and practice changes and trends. Champion timely and robust data collection and analysis processes supporting research, market, pay, and other compensation studies. Provide direction on all compensation matters and collaborate with leaders, Talent Acquisition, Executive Leadership, Faculty Affairs, and HR partners to ensure that compensation programs align with and support key university initiatives. Lead a team of compensation professionals, managing the performance and development of the team.
This position will interact on a regular basis with Talent Acquisition, HR partners, Institute leadership, and staff.
This position typically will advise and counsel Department/Campus leaders, Talent Acquisition, and HR Partners.
This position will supervise Assigned Staff.
Responsibilities
Leading a team of professionals, this role directs the development of compensation functions, including survey participation, job evaluation and classification, salary structure development, salary market and equity studies and implementation, alignment of incentive plan design, pay program administration and other associated initiatives.
Provide leadership to integrate and align compensation goals and objectives into long-term HR and Institute-wide strategic plans.
Monitor wage and hour regulations and prevailing market rates, recommending changes as appropriate to establish and maintain competitive salaries following the Institute's compensation philosophy. Ensure that classification and compensation administration activities follow GT's compensation policies and comply with applicable Board of Regents (BOR), State, and Federal regulations, including content validity throughout the outcomes of the compensation administration process. Direct review or audit of compensation programs for risk and liability; develop programs to respond to issues.
Responsible for managing the efficient, effective, and timely day-to-day operational administration and maintenance of classification activities, including analyses, development of accurate and content-valid job descriptions, consistent internal job evaluation plan administration and external market pricing, annual maintenance of the Institute's job family-based pay structures, and the allocation of jobs to appropriate pay structures and pay grades. Formulate and determine Institute-wide standards and strategies for compliance with the Fair Labor Standards Act (FLSA).
Coach, counsel, and assist institute leadership in understanding compensation theory and practice, applying both theory and practice to recommend courses of action. Design and develop tools to help people leaders in making compensation-related decisions. Apply and interpret policies and best practices into practical application. Oversee the development and implementation of compensation education programs for the Institute community and people leaders.
Recommend, update, and implement compensation/classification policies. Evaluate and modify existing compensation practices to ensure compliance with legal and regulatory requirements.
Responsible for compensation policy and program strategy development utilizing benchmark best practices, relevant trend research, and information on competitive total rewards. Manage specialized market studies.
Anticipate future needs, challenges, and opportunities and collaborate with HR colleagues on long-range planning. Establish strategic direction, set goals, and manage compensation and classification unit projects.
Serves as the escalation point for complex/high-priority compensation matters. Perform complex data analysis; prepare reports and/or presentations for executive leadership; and engage with Institute peers throughout the Institute and HR to plan and implement annual Institute-wide compensation initiatives. Ensure programs, policies, and procedures support and enhance the goal of achieving an equitable workforce.
Perform other related duties as assigned.
Required QualificationsEducational RequirementsBachelor's degree, preferably in Human Resources Management, Business Administration, Organizational Development, Psychology, or a related field.
Required ExperienceTen or more years of experience designing, implementing, and administering compensation programs, job evaluation, and market pricing methodology, preferably in higher education and research environments. Five or more years of direct supervisory experience and development of teams.
Proposed SalaryPay Range: $110,710-$150,566/yr.
Knowledge, Skills, & AbilitiesKNOWLEDGEKnowledge, understanding, and application of Federal and State employment laws. Experience in designing, developing, implementing, and administering all types of compensation programs, emphasizing transferrable skills to an R1 institution. High proficiency in consultation, executive coaching, customer service, strategic communications, collaboration, interpersonal, and management skills, committed to supporting a diverse and inclusive community. Knowledge of mathematical and statistical principles and their applications relative to compensation analysis.
SKILLSHigh proficiency in financial analysis, modeling, and budgeting. High proficiency in data analytics and use of Excel.
ABILITIESCultural competence to effectively interact with a diverse employee population. Demonstrated leadership and mentoring of staff. Experience with successfully navigating change in a complex organization.
USG Core ValuesThe University System of Georgia is comprised of our 26 institutions of higher education and learning as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found on-line at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct.
Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom, found on-line at https://www.usg.edu/policymanual/section6/C2653.
Equal Employment OpportunityThe Georgia Institute of Technology (Georgia Tech) is an Equal Employment Opportunity Employer. The University is committed to maintaining a fair and respectful environment for all. To that end, and in accordance with federal and state law, Board of Regents policy, and University policy, Georgia Tech provides equal opportunity to all faculty, staff, students, and all other members of the Georgia Tech community, including applicants for admission and/or employment, contractors, volunteers, and participants in institutional programs, activities, or services. Georgia Tech complies with all applicable laws and regulations governing equal opportunity in the workplace and in educational activities.
Georgia Tech prohibits discrimination, including discriminatory harassment, on the basis of race, ethnicity, ancestry, color, religion, sex (including pregnancy), sexual orientation, gender identity, gender expression, national origin, age, disability, genetics, or veteran status in its programs, activities, employment, and admissions. This prohibition applies to faculty, staff, students, and all other members of the Georgia Tech community, including affiliates, invitees, and guests. Further, Georgia Tech prohibits citizenship status, immigration status, and national origin discrimination in hiring, firing, and recruitment, except where such restrictions are required in order to comply with law, regulation, executive order, or Attorney General directive or where they are required by Federal, State, or local government contract.
More information on these policies can be found here: https://www.usg.edu/policymanual/section6/c2714 Board of Regents Policy Manual | University System of Georgia (usg.edu).
Other Information
This is a supervisory position.
This position does have financial responsibilities.
This role is considered a position of trust.
This position does require a purchasing card (P-Card).
This position does not require a security clearance.
Location: Atlanta, GA
Background CheckSuccessful candidate must be able to pass a background check. Please visit http://policylibrary.gatech.edu/employment/pre-employment-screening
#J-18808-Ljbffr