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DIR, DUHS REWARDS AND EXEC COMP
Job Title: DIR, DUHS REWARDS AND EXEC COMP
Job Code: 5645
FLSA: E
Job Level: J3
Revised Date: 07/01/2024
Supervisory Responsibility: Y
General Description of the Job Class
As a member of the DUHS HR team, the Director DUHS Rewards & Executive Compensation will be a key liaison with University compensation and benefits colleagues to develop and shape innovative reward and recognition strategies to advance the goals of the Health System. Reporting to the VP/Chief Employee Experience Officer, the position is responsible for identifying and implementing strategic, compelling and contemporary approaches to attract, retain, engage and motivate employees in ways that are relevant to the health system. This role will collaborate with and advise Health System leaders on best practices for total reward practices and continuously evaluate the effectiveness of reward programs. The position will also manage the Executive Compensation Plan for the Health System.
Duties and Responsibilities of this Level
Lead and set the strategic direction for reward and recognition programs for Duke University Health System that are market competitive while supporting overall business objectives, working collaboratively with senior leaders, DUHS CHRO and University Total Reward colleagues on this strategy, providing advice and recommendations on competitive compensation and recognition approaches.
Oversee Executive Compensation Plan in partnership with advisory services to develop strategies to ensure short- and long-term incentives align with business objectives and market trends.
Collaborate with cross-functional teams to redesign, execute and monitor the effectiveness of performance management processes. Set the direction for annual compensation planning for Duke University Health System, including strategies that inform merit, salary adjustments and variable compensation budgets, guidelines and pay for performance, ensuring best practices are incorporated.
Ensure materials are developed to inform and educate managers on how to have meaningful conversations with team members regarding job performance, compensation and reward programs.
Act as organizational consultant for Duke University Health System leadership, helping leaders assess changes in organization/talent models by leading benchmarking related efforts and making recommendations on pay levels for jobs, aligning jobs to job levels and career architecture based on latest market trends.
Create and maintain policies and procedures to ensure compliance with legal requirements, including monitoring the promotion process within Duke University Health System, including promotion tools, promotion analysis and due diligence with leadership, HR Business Partners and Talent Acquisition to ensure transparency, equity and parity in practice.
Required Qualifications at this Level
Education
Bachelor's degree in related area and/or equivalent experience, Master's degree preferred.
Experience
Minimum seven years of recent broad-based compensation and recognition program experience with expertise in base pay, variable compensation, executive compensation and pay for performance programs.
Degrees, Licensure, and/or Certification
N/A
Knowledge, Skills, and Abilities
Superior consultative, analytical, and organizational skills are critical; ability to think strategically, translate complex concepts and to link action plans to critical business priorities.
Excellent communication, interpersonal and relationship building skills required to consult and partner with executive level leaders.
Demonstrated experience in the development and implementation of innovative compensation and recognition strategies; must have strong analytical, business and influencing skills; ability to thrive and be successful in an inclusive and dynamic changing environment.
Distinguishing Characteristics of this Level
N/A
The intent of this job description is to provide a representative and level of the types of duties and responsibilities that will be required of positions given this title and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.
Duke University is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
Essential Physical Job Functions
Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.
