Director, Compensation

Stanford University is one of the world's premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity.
As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world.
In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives.
We are looking for a Director of Staff Compensation to lead our Compensation operations and team, direct our compensation strategy, policies and programs; and deliver effective education, tools, resources and communication strategies to ensure employees, managers and leaders understand our compensation programs, and in support of a complex, decentralized organization to attract and retain a diverse, non-academic employee population.
This role reports to the Assistant Vice President, Total Rewards in University Human Resources.
Job Purpose Direct the design, development, planning, implementation and administration for the university’s compensation program for non-academic and bargaining unit staff.
Responsible for developing and implementing policy and program developments in alignment with compensation philosophy updates and pay transparency objectives.
Act as the functional subject matter expert in leading the team of compensation professionals in the transformation of job architecture, job evaluation, salary structure, and market pricing processes, practices and policies.
Lead the development of the university’s annual staff compensation program including bonus/incentive programs.
Act as the trusted partner and expert resource for members of the Human Resources and Finance community in the schools and units.
Work Arrangement: Hybrid (on-site two days per week) We are open to a hybrid work arrangement (a combination of onsite and work from home) where the number of days may occasionally fluctuate subject to business need.
The onsite work location is Stanford Redwood City Campus, 505 Broadway, Redwood City, California.
This campus offers amenities such as an onsite café and a dining pavilion, a high-end fitness facility with an outdoor pool, and a childcare center for Stanford families.
Core Duties Direct staff and provide leadership to achieve goals and vision of the organization.
Responsible for hiring and retaining staff, career coaching, personal development for direct reports and accountable for the performance of employees.
Provide leadership to integrate and align compensation goals and objectives into long-term HR strategic business plans.
Direct the development, interpretation, and management of university-wide staff compensation policies and programs including, but not limited to, job classification, salary survey participation, market analysis, annual staff compensation program development, living wage determination and temporary/casual pay system.
Responsible for compensation policy and program strategy development utilizing benchmark best practices and relevant trend research and information on competitive total rewards.
Manage specialized market studies.
Oversee the development and implementation of compensation education programs for the HR community and managers.
Provide leadership and guidance to senior leaders on compensation best practices including briefings and presentations to senior leadership, budget groups, management groups, as needed.
Formulate and determine university-wide standards and strategy for compliance with Fair Labor Standards Act and California wage and hour laws.
Direct review or audit of compensation programs for risk and liability; develop programs to respond to issues.
Minimum Education and Experience Bachelor’s degree and ten years of relevant experience, or a combination of education and relevant experience.
Minimum Knowledge, Skills and Abilities Leadership skills in strategic and tactical planning; ability to align goals with business strategies; create and support HR vision in department specific goals and objectives.
Subject matter expertise, specifically a strong understanding and extensive experience in developing and designing compensation, variable pay and total rewards programs and structures including job evaluation, compensation benchmarking, strategy development, government regulations and laws governing compensation programs.
Strong communication, facilitation and negotiation skills to work with all levels of management; ability to manage highly confidential, complex and politically sensitive matters.
Strong team building and change management skills; ability to build collaborative and effective relationships.
Demonstrated strategic leadership, planning and change management skills.
Excellent oral and written communication skills.
Exceptional interpersonal, negotiation and political acumen skills.
Able to influence people, solve problems, trouble shoot, think creatively and resolve conflicts.
Strong knowledge of industry standards, trends and/or regulatory requirements.
Experience in a large, complex organization with a decentralized structure preferred.
Strong project management and change management experience, preferably in a decentralized organization.
Knowledge and demonstrated experience as consultant or advisor to leaders and managers demonstrating expert understanding of compensation policy and practice application.
Excellent facilitation and presentation skills.
Expert analytical, critical thinking, problem solving, judgment and decision-making competencies.
Demonstrated advanced influencing skills.
Proficiency with Microsoft Office suite, specifically, Word and Excel, and project management principals and tools.
Desired Qualifications: Experience with implementation and optimizing utilization of a cloud-based Human Resources systems, including compensation management modules, and working with HR Analytics and data requests and reporting design.
Master's Degree in HR, Finance or MBA Experience Certificates and Licenses Certified Compensation Professional preferred Physical Requirements Frequently stand/walk, sit; frequently use a perform desk based computer tasks, grasp lightly/fine manipulation.
Occasionally use a telephone, write by hand, sort/file paperwork, twist/bend/stoop/squat, reach/work above shoulders, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds.
Working Conditions Occasional travel on campus to schools/units.
The expected pay range for this position is $192,000 to $228,000 per annum.
Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position.
The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs.
At Stanford University, base pay represents only one aspect of the comprehensive rewards package.
The Cardinal at Work website (https://cardinalatwork.
stanford.
edu/benefits-rewards) provides detailed information on Stanford’s extensive range of benefits and rewards offered to employees.
Specifics about the rewards package for this position may be discussed during the hiring process.
The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities.
Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility.
Employees may also perform other duties as assigned.
Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.
Stanford is an equal employment opportunity and affirmative action employer.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.
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