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EXEC DIR, COMPENSATION
Job Title: EXEC DIR, COMPENSATION
Job Code: 1245
FLSA: E
Job Level: 98
Revised Date: 04/27/2022
Job Family: JF 28
Occupational Summary
The Executive Director of Compensation is responsible for leading the design, development, implementation and monitoring of the compensation policies and programs for Duke University and Duke University Health System. This is to analyze, maintain, and assure Duke's competitiveness to market related to Duke's current and anticipated operating needs.
Work Performed
The Executive Director of Compensation will lead Duke University's and Duke University Health System's overall staff compensation programs and pay structures. This will include an annual comprehensive analysis and reporting of Duke's overall competitive market position. The Executive Director, working with a skilled team of Compensation professionals, will make recommendations to the Associate VP for Total Rewards and other Duke senior leaders based on the annual and ongoing analyses of Duke's competitive position within the local and national markets. This work will support Duke's ongoing need to attract and retain top talent to fulfill the overall mission.
Leads, coaches, and manages a high performing team in the design, implementation and regulatory compliance of Duke's compensation program and in their communications with key stakeholders.
Responsible for assuring Duke's compliance with applicable federal and state regulations such as the FLSA and Equal Pay Act.
Evaluates the competitiveness of Duke's salaries through comprehensive analysis, as well as using other key indicators. Recommends and provides counsel to leadership based on analysis, deep familiarity of organizational needs and industry, and depth of subject matter expertise.
Leads the development of tools to advance understanding of Duke's competitive position as well as measure ROI related to implemented and proposed changes.
Works closely with senior leadership across the University, Health System, and Human Resources to understand market pressures related to current and future staffing needs as well as other operational matters related to wage, salary, and total rewards.
Closely collaborates with the Associate Director, Benefits and Benefit Plan Managers in a shared commitment to meaningfully measure and communicate Duke's Total Rewards program to advance faculty and staff understanding and valuing of Duke's programs and recruitment and retention.
As requested by Duke's leadership and in collaboration with applicable areas of Duke, leads and participates in Duke's pay equity reviews and provides findings to senior Duke leadership as needed.
Leads the development of educational programs to assist managers across Duke in conducting meaningful and fair performance reviews; regularly participates in the development/presentation of management and staff educational programs related to Duke's compensation and Total Rewards program.
As needed, provides consultation related to human resources in support of Duke's international initiatives and programs.
Required Qualifications at this Level
Education/Training
Work requires a bachelor's degree in Human Resources, Business Administration or a similar related discipline. A graduate degree in business, law, or closely related field is preferred. HR certification, including CCP, is preferred.
Experience
Ten years of compensation experience with at least four years of senior level compensation leadership experience in a large, complex business organization. Experience in healthcare and/or higher education sectors is strongly preferred.
Skills
Highly effective leader with demonstrated ability to develop and lead high performing teams.
Trusted colleague with the ability to counsel leadership across Duke related to best compensation practices and his/her deep understanding of Duke's operational needs.
Ability to clearly communicate confidential, sensitive, and complex information with peers and leadership across Duke to advance organizational effectiveness.
Must possess expert knowledge of Human Resources best practices, trends, and programs related to Total Rewards.
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.
