Director, Classification & Compensation
Posted on Nov 5, 2020 by George Mason University
Director, Classification & Compensation
The George Mason University, Human Resources & Payroll Department is looking for an experienced and energetic Director, Classification & Compensation. George Mason University has a strong institutional commitment to the achievement of excellence and diversity among its faculty and staff, and strongly encourages candidates to apply who will enrich Mason's academic and culturally inclusive environment.
About the position
Reporting to the Assistant Vice President, HR Operations, the Director of Classification & Compensation will support and advance HR's role as a strategic business partner and align the needs and priorities of the university with its talent to drive the university's objectives. This individual will be responsible for leading the classification and compensation team in developing and implementing compensation strategies, policies, and procedures to be responsive to university goals and competitive practices while building and fostering cross-functional and interdepartmental alliances. This position will administer university compensation programs in compliance with university policies, federal and state regulations affecting pay, through strong analytical skills and knowledge of compensation theory, including market data.
The Director of Classification & Compensation will also oversee the classified and administrative/professional faculty annual performance evaluation process. Working with decision-makers, the director helps the university develop strategic workforce plans and takes a long-range view of the university's business objectives and existing talent needs by providing university-wide metrics and analytics to support strategic initiatives.
Administer compensation/classification programs by providing advice and support to HR leadership, university leaders, directors, and supervisors;
Participate in the development and implementation of the University's strategy and execution of classification and compensation programs and initiatives;
Conduct organizational assessments at the request of department heads and provide recommendations to achieve unit goals, including reorganizations and identifying required capability and capacity needs on a short and long-term basis;
Compile complex data and metrics that include
compile monthly workforce census and demographics; average salary by job type or department; performance evaluation statistics by department yearly; turnover and classification and compensation transaction audits and other ad hoc reports as requested;
provide leaders/managers with easy-to-use reports and tools to determine the impact of their talent decisions and prioritize future workforce investments, and metrics to identify talent risk before it impacts university objectives.
Collaborate with all areas of HR/Payroll, including but not limited to Talent Acquisition, HRIS, and Employee Relations to effectively execute workforce planning objectives;
Collaborate with all areas of the university community, including but not limited to senior leaders, Provost Office, Deans/Directors, and faculty/staff;
Create and provide communication and training on classification & compensation topics;
Provide functional expertise in the implementation of Banner upgrades and any other software that impact positions, compensation or evaluations;
Collaborate with the Administrative Data Mart Stakeholder group, Budget Office and HRIS team to improve reporting accuracy and capabilities;
Supervise the classification and compensation team;
Responsible for planning and implementing key strategic classification and compensation initiatives for the university.
Master's degree in HR, Business Administration or other relevant field or training and work experience at a level that equates to an advanced degree;
5 to 10 years of HR experience in a large complex organization, preferably in higher education or other public institution;
Excellent communication, presentation and facilitation skills, with focus on results;
Detail oriented, well organized with strong time and project management skills;
Ability to make administrative and procedural decisions and judgments on sensitive and confidential issues;
Ability to build effective, influential partnerships with executive level leadership as well as strong relationship building skills with all levels of the organization;
Ability to take initiative, be accountable for individual and team results, and motivate self and others to set and achieve very high-performance standards;
Advanced skills in Excel, Access and Word, HRIS software and reporting tools;
Ability to work independently, prioritize tasks, and work on multiple tasks and duties;
Knowledge of the legal environment surrounding compensation including FLSA, leave policies, equal pay, Lilly Ledbetter Fair Pay Act, etc.;
Knowledge of OFCCP, AAP, and EEOC compliance regulations;
Advanced professional certification (CCP, CCompany, CEP, or PHR).