Sr. Director-Compensation & Classification (Hybrid)

Georgia 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.

About Georgia Tech

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 and Values

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:

1. Students are our top priority.

2. We strive for excellence.

3. We thrive on diversity.

4. We celebrate collaboration.

5. We champion innovation.

6. We safeguard freedom of inquiry and expression.

7. We nurture the well-being of our community.

8. We act ethically.

9. 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.

Georgia 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.

• 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.

The Senior Director of Compensation & Classification will be responsible for all institutional compensation design, delivery, and administration aspects. This role will partner with the HR Leadership team to develop multi-year strategic plans regarding compensation programs, ranging from broad-based incentives to developing metrics and ensuring that the day-to-day programs are running at optimal levels. Additionally, this role will be responsible for the following:

• Annual compensation adjustments
• Salary surveys
• Pay equity
• Pay Transparency
• Short and long-term incentives
• Executive compensation
• Staff, academic, and research compensation and
• Equity programs and day-to-day support for leaders related to job, wage, and salary classification.

Job Duty 1 -

Lead the development of best practice approaches in compensation, ensuring programs are aligned with the Institute's overall strategic plan, HR total rewards strategy, and employee value proposition. Partner with central and decentralized HR colleagues in ongoing strategic planning, shaping a collaborative and cohesive community of compensation practitioners.

Job Duty 2 -

Provide ongoing thought leadership, insight, and consultation to senior leadership, acting as an expert in applying technology solutions such as predictive analytics, artificial intelligence, and automation, contributing to greater efficiency and effectiveness of compensation and classification processes.

Job Duty 3 -

Maintain a compensation structure, philosophy, and classification system that includes defined job levels and families, compilations of market data, and established pay parameters. Manage ongoing employee compensation programs, including annual salary adjustments, promotion awards, and equity guidelines, while ensuring competitiveness and fairness.

Job Duty 4 -

Partner with Finance and Planning (F&P) teams in multi-year compensation budget development processes that include both strategic direction and financial modeling capabilities to ensure changes align with the strategic objectives of the Institute and support faculty and staff recruitment and retention goals.

Job Duty 5 -

Consult with business units on the design and execution of local compensation programs. Participate, analyze, and interpret market data. Complete special studies and recommendations on incentive compensation, executive plans, sales compensation, or company pay equity for staff, academic, and research units.

Job Duty 6 -

Consolidate information and produce reports, best practices, guidelines, and procedures for management/unit decision-making. Consolidate information and produce reports, best practices, guidelines, and procedures for management/unit decision-making. Develop and utilize metrics to measure the effectiveness and efficiency of assigned work, ensuring alignment with organizational goals. Regularly analyze and report on these metrics to campus stakeholders and executive leadership, providing actionable insights to inform strategic decisions.

Job Duty 7 -

Supervise a team of talented compensation and classification staff, ensuring their ongoing subject matter expertise and professional development while maintaining adherence to applicable policies and procedures.

Job Duty 8 -

Continually maintain expert knowledge of industry trends, University System of Georgia policies, and related state and federal laws, and proactively provide timely updates and guidance to human resources practitioners and supervisors across the organization to ensure compliance and informed decision-making.

Job Duty 9 -

Perform other job-related duties as assigned.

Required Experience

Ten or more years of job-related experience and five-plus years of supervisory experience

Educational Requirements

Bachelor's Degree with an emphasis in Human Resources, Accounting, Finance, or Economics

Preferred Experience

Prefer experience in the public sector, government, higher education, or related large organizations.

Additional Preferred Qualifications

Preferred Certifications, Licenses or Permits:

Certified Compensation Professional (CCP) or Certified Equity Professional (CEP)

Pay Range: $127,257-$189,757/yr.

KNOWLEDGE

• Experience with executive compensation and equity programs
• Strong analytical skills and ability to interpret market comparison data
• Excellent verbal and written communication skills across all types of audiences and employee groups
• Ability to thrive in a fast-paced, dynamic environment and manage competing priorities with a sense of urgency
• Ability to effectively collaborate, work in a highly matrixed environment, and influence people at all levels in the organization
• Demonstrated strategic thinking, problem-solving, and decision-making abilities
• Experience with Workday HCM

SKILLS

• Proven ability to create and execute multi-year plans to support total reward, HR, and business transformation
• Outstanding organizational skills and a can-do demeanor that shows persistence despite obstacles and setbacks
• Willingness and flexibility to take on special projects in support of the broader HR agenda and strategy
• Managing large-scale compensation projects such as salary reviews, incentive plan designs, and pay equity analysis
• Skills in managing the impact of compensation changes across the organization
• Ability to effectively lead change when transitioning to new models or responding to market trends
• Maintains composure and efficiency in stressful situations
• Advanced proficiency in Microsoft Office suite and Office collaboration tools
• Proven ability to manage and oversee large-scale initiatives involving cross-functional teams

ABILITIES

• Occasional travel on campus to schools/units

The 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.

The 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).

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

The candidate of choice will be required to pass a pre-employment background screening. http://policylibrary.gatech.edu/employment/pre-employment-screening.