Assistant Director, Compensation

Assistant Director, Compensation
Brown University

To view the full job posting and apply
for this position, go to: https://brown.wd5.myworkdayjobs.com/en-US/staff-careers-brown/job/South-Street-Landing/Assistant-Director
–Compensation_REQ210527

Job Description:

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.

Major Responsibilities:

1. Provide high level compensation
consultation and guidance on pay decisions, policies and guidelines

• Build and maintain strong partnerships across the
  University, including core HR functions, Human Resources Business Partners, senior leaders, department heads and managers, to ensure a total
  rewards package to address talent attraction, retention and motivation.
• Apply compensation principles, best practices and
  appropriate guidelines to collaborate on compensation issues, including promotions, pay adjustments, job classifications, retention,
  offers/counter offers, performance bonuses and pay supplements.
• Serve as a subject matter expert on compensation processes and
  issues.
• Work with the Director to design compensation programs, policies, procedures and practices.
• Advise on job
  description development, including job content, title and qualifications to ensure consistency across the university. Develop tools on
  writing job descriptions, including generic job descriptions, compensation resources and training programs to assist staff and
  managers.
• Conduct job evaluations to determine the appropriate job grade, title, FLSA status and compensation package, ensuring
  consistency across the university. This includes determining if a promotion is warranted, reviewing internal and external salary data, and
  benchmarking to similar positions at the university.
• Proactively consult with Human Resources Business Partners and managers to
  identify positions that should be reviewed for job grade, title, FLSA status and compensation package.
• Partner with Human Resources
  Business Partners, managers and functional experts to develop career progression guidelines and job descriptions.
• Stay up-to-date on
  current compensation-related legislation to ensure compliance with applicable employment-related federal and state statutory requirements
  regarding employee pay and independent contractor vs employee classification.
• Conduct exempt testing to determine appropriate FLSA
  status of new and updated positions.
• Conduct ad-hoc research and compensation modeling in support of project assignments including
  presentation of findings and recommendations.

2. Conduct analysis of compensation data to identify trends, market
competitiveness and benchmark compensation practices

• Analyze competitive salary data to support pay decisions and
  recommendations. This includes preparing compensation analyses for job audits and equity requests, and performing market pricing evaluations
  of new and revised positions.
• Leverage best practices and technology for continuous improvement in compensation administration and
  processes.
• Partner with the Director to evaluate all equity and promotion recommendations during the annual salary increase process.
  Proactively consult with Human Resources Business Partners and managers to identify positions that should be reviewed for job grade, title,
  FLSA status and compensation package.

3. Support and manage organizational reviews and manage projects

• 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.

Education and Experience

• 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.

Job Competencies

• 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.

Benefits of Working at Brown:

Please review additional information on the Benefits of Working at
Brown.

Recruiting Start Date:

2026-07-28

Job Posting Title:

Assistant Director,
Compensation

Department:

University Human Resources

Grade:

Grade 11

Worker
Type:

Employee

Worker Sub-Type:

Regular

Time Type:

Full time

Scheduled Weekly
Hours:

37.5

Position Work Location:

Hybrid

Submission Guidelines:

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.

Still Have Questions?

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

Brown is an E-Verify Employer.

EEO Statement:

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.

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