JOB PURPOSE:
Provide direct support to clients regarding compensation design, implementation, and administration and other compensation-related issues. Provide consultation on compensation policy, practices and compliance and represent Stanford compensation practices to external organizations. Advise HR Leaders and line managers on a range of complex matters related to the university’s compensation policies, processes, and practices. Solves unique and complex problems that have a broad impact across multiple schools or units. Provide guidance and mentorship to associate compensation analysts and compensation analysts, and serve as a team lead on university-wide compensation initiatives. Has specialized depth or breadth of experience in compensation and HR.
CORE DUTIES*:
● Provide guidance and mentorship to associate compensation analysts and compensation analysts.
● Serve as a team lead on university-wide compensation initiative.
● Serve as a demonstrated or known subject matter expert regarding compensation design, implementation, and optimization.
● Lead large scale compensation projects university-wide or multiple schools or VP units.
● Oversight the balance and prioritization of client workload.
● Manage a compensation process or practice, such as salary planning, through its full life cycle.
● Perform advanced analyses to support the design, implementation, and administration of the compensation function.
● Build complex financial models to support detailed analysis and decision-making in compensation strategy, methodology and actions.
● Design/re-design and develop optimal compensation components for the university and/or school/unit in response to findings.
● Serve as an advisory resource regarding compensation implementation and administration for university human resources and line managers.
● Advise HR Leaders and line managers on a range of complex matters related to the university’s and/or school’s/unit’s compensation policies, processes, and practices. Solves advanced, unique and complex problems that have a broad impact across multiple schools or units.
● Oversee and participate in job evaluations and documentation of job descriptions.
● Manage and oversee client requests for compensation analysis or assistance and provide guidance, recommendations and designed solutions where needed on compensation processes, policies and procedures.
● Design, develop, review and provide guidance on retention and incentive plan documentation and/or develop complex incentive plans to reinforce targeted behaviors and advance the university or school’s/unit’s mission/goals.
● Review research and in-depth analyses to develop and/or revise existing university or school/unit compensation programs, policies, and/or practices. Make recommendations to management based on completed analyses and lead the implementation of solutions.
● Develop communication/education strategy and materials for human resource managers, line managers and employees, as needed.
*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 ten or more years of relevant experience, or a combination of education and relevant experience.
Knowledge, Skills and Abilities:
● Is recognized as an expert and advisor in compensation across the university and/or within an assigned school/unit.
● Has specialized depth or breadth of experience in compensation and HR.
● Interprets internal and external issues and recommends new solutions and best practices.
● Anticipates business challenges and develops process, product, and service improvements.
● Solves unique and complex problems that have broad impact on the business; takes a broad perspective to identify solutions; especially with implications on cross-functional business processes and disciplines.
● May be the leader on projects with broad visibility to achieve milestones and objectives.
● Works independently, with guidance in only the most complex situations.
● Strong, fundamental computer skills in word processing, spreadsheet and presentation platforms.
● Exceptional communication (verbal and written), consultation, facilitation and presentation skills for conveying information, programs and solutions to peers, managers and leaders, as well as influencing others regarding recommendations and decisions.
● Exceptional analytical, critical thinking and computational/statistical skills.
● Strong understanding and experience in interpreting and applying federal and California state wage and hour regulations.
Certifications and Licenses:
CCP or equivalent compensation experience
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, https://adminguide.stanford.edu.
The expected pay range for this position is
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.
Why Stanford is for You
Imagine a world without search engines or social platforms. Consider lives saved through first-ever organ transplants and research to cure illnesses. Stanford University has revolutionized the way we live and enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Our culture and unique perks empower you with:
● Freedom to grow. We offer career development programs, tuition reimbursement, or course auditing. Join a TedTalk, film screening, or listen to a renowned author or global leader speak.
● A caring culture. We provide superb retirement plans, generous time-off, and family care resources.
● A healthier you. Climb our rock wall or choose from hundreds of health or fitness classes at our world-class exercise facilities. We also provide excellent health care benefits.
● Discovery and fun. Stroll through historic sculptures, trails, and museums.
● Enviable resources. Enjoy free commuter programs, ridesharing incentives, discounts and more.
Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources at stanfordelr@stanford.edu For all other inquiries, please submit a contact form.
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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