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.
Stanford University Human Resources (UHR) is seeking a Senior Director of Compensation for Staff, Executive and Global programs. The ideal candidate applies broad industry knowledge and commercial awareness to drive financial performance, leads through subordinate leaders; contributes to the development of functional/operational long-term strategy, develops annual business plans to ensure alignment, directs the resolution of highly complex or unusual problems applying advanced critical thinking, is guided by functional strategy with a broad impact on functional results, and negotiates with and influences senior leaders across the university on compensation strategy, design and implementation. This position reports directly to the Assistant Vice President of Total Rewards.
This position is at our Stanford Redwood City campus.
JOB PURPOSE:
Direct and oversee the Staff Compensation, Executive Compensation and Global Compensation administration for Stanford University. Develop overall strategy for programs and policies across the university compensation portfolio. Provide senior leadership in the assessment, development, implementation and administration of all types of compensation programs (base, variable, executive, etc). Ensure compatibility of compensation programs in the context of total rewards strategy and employee value proposition. Contribute to the overall total rewards strategy and employee value proposition of the university.
CORE DUTIES*:
- Provides leadership and direction through managers and/or directors.
- Has accountability for the performance and results of the executive compensation, staff compensation, and global compensation-functions.
- Adapts and executes functional and department business plans and leads contributions to strategies for the function and department.
- Responsible for developing and executing strategies and key business objectives for areas of responsibility.
- Decisions are guided by university level strategies and objectives for the function.
- Design and develop, revise and update job architecture, job salary structures, market based strategy, incentive plans, project/program and retention strategies, and other key functional components of a comprehensive university-wide compensation program and philosophy.
- Direct the development, interpretation, and management of university-wide executive, staff and global compensation policies and programs.
- Own compensation policy and program strategy development utilizing benchmark best practices, relevant trend research, and information on competitive total rewards.
- Direct the execution of specialized market studies.
- Set strategy for the development and delivery of compensation education and communication programs to various audiences, including the HR community, managers and leaders.
- Provide leadership and guidance to senior leaders on compensation best practices, including briefings and presentations to senior leadership, budget groups and management groups.
- Using expertise and knowledge, influence leadership on final compensation program designs and implementation strategy.
- Direct the review or audit of compensation programs for risk and liability. Develop programs to address anticipated or realized issues.
*Note: 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.
MINIMUM REQUIREMENTS:
Education & Experience:
Bachelor's degree and fifteen years of relevant experience, or a combination of education and relevant experience.
Knowledge, Skills and Abilities:
- People management skills to lead a team of compensation professionals, managers and/or directors.
- Subject matter expertise; specifically, a strong understanding and extensive experience in developing, implementing, and managing compensation programs and structures, as well as linking to the broader total rewards and employee valuation proposition.
- Expertise in development of strategy and delivery of communication/education materials and training modules.
- Leadership skills in strategic planning and translation of HR goals to university-wide and school/VP unit objectives.
- Strong communication, facilitation, and negotiation skills to work with all levels of management to manage highly confidential, complex and sensitive matters.
- Strong team building and change management skills; ability to engage various audiences and cultivate effective relationships at all levels of the university.
- Expert analytical and problem-solving skills.
- Strong knowledge of industry standards, trends and/or regulatory requirements and expertise in application to university and/or school/unit program and practices.
Certifications and Licenses:
None
PHYSICAL REQUIREMENTS*:
- Frequently stand/walk, sit; frequently use and 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.
- Rarely kneel/crawl.
* - 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 the job.
WORKING CONDITIONS:
Occasional travel on campus to schools/units.
WORK STANDARDS:
- Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.
- Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned.
- Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide.
The expected pay range for this position is $246,201 - $275,000 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 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.
#J-18808-Ljbffr
