Assistant Director, Compensation

Reporting to the Director of Compensation, the Assistant Director, Compensation will provide consultative and analytical support for department reorganizations, job reclassifications, pay-related decisions for new hires, promotions, market adjustments and internal equity reviews. This position collaborates with Human Resources Business Partners, University Human Resources (UHR) staff, managers and senior leaders, acting as a strategic partner to assigned organizational areas. This position will deliver compensation reviews, evaluate reclassification requests and requests for new positions, including gathering job analysis information, reviewing external market data and internal comparisons, and recommending grade/range, title, and FLSA status. The incumbent will ensure internal equity and external competitiveness in recommendations and decisions. They will also conduct compensation studies, including, but not limited to, internal equity reviews, annual and ad-hoc surveys, market trend analysis, and develop recommendations based on findings.

• Work with department heads and Human Resources Business Partners to develop and finalize reorganization documentation, including job descriptions, salary recommendations, reorganization memos and staffing spreadsheets.
• Participate in discussions with the Assistant Vice President for Workforce Strategy, and the Talent Acquisition and Employmen Services and Employee and Labor Relations units to finalize the reorganization materials and assist with implementation.
• Serve as lead on compensation projects as assigned by the Director, Compensation, including reorganizations.    

• Bachelor’s Degree and 5-7 years of human resources experience with a focus in compensation.
• Specific experience managing or overseeing an annual salary increase program, evaluating positions including FLSA classification, and utilizing market data to inform salary recommendations.
• Experience with developing strategic solutions to a broad range of classification, compensation and organizational design issues.
• Strong knowledge base of classification and compensation theory, practices and guiding principles.
• Strong communication skills to convey findings and recommendations clearly and concisely.
• Exceptional interpersonal skills; ability to work across a complex organization and interact and partner with various levels of management, staff, faculty and outside constituents.
• Ability to work independently and exercise initiative, discretion and good judgment.
• Demonstrated ability to work collaboratively with client groups and other areas of human resources and complete multiple assignments on time.
• Demonstrated ability to prioritize assignments to accommodate varied workload deadlines and conflicting requests.
• Skilled at working in a fast-paced, high volume, and frequently changing environment.
• Prior experience in a higher education setting is preferred.

•  High attention to detail and accuracy, as well as an understanding of the strategic impact of compensation decisions on the University
• Advanced knowledge of Microsoft Excel
• Strong analytical and critical thinking skills as demonstrated through the ability to draw conclusions, themes and trends from data analysis
• Ability to take on complex problems and apply sophisticated thought to identify creative solutions

All offers of employment are contingent upon successful completion of a background check.

The designated Position Work Location for each position determines the approved modality of work. Positions are classified based on the operational and business needs of the department and may be designated as on-site, hybrid, or remote.

Employees with a designated position work location as remote must reside and perform their work in a state where Brown University is registered to do business. Brown University is a registered employer in the following states: Rhode Island, California, Colorado, Connecticut, Florida, Maryland, Massachusetts, New York, New Hampshire, New Jersey, North Carolina, Washington, D.C.

Please note that to be considered for a staff position at Brown University, you must submit a separate application for each position you wish to be considered for. Applications are reviewed only for the specific position to which they are submitted and are not automatically considered for future openings.  

This position is not eligible for visa sponsorship.

If you have any questions you may contact employment@brown.edu.

Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based upon a person’s race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law, in the administration of its policies, programs, and activities. The University recognizes and rewards individuals on the basis of qualifications and performance. The University maintains certain affirmative action programs in compliance with applicable law.