Assistant Director, Compensation

brown; United States; On-site; USD 90,000 - 130,000; Full time

Job summary

Brown University seeks an Assistant Director, Compensation to lead consultative and analytical support for compensation planning across university units. Reporting to the Director of Compensation, this role drives job reclassifications, market data analysis, and equity reviews, and partners with HRBPs and leaders to ensure competitive grades and compliant pay programs.

Responsibilities include delivering compensation reviews, advising on FLSA status, developing job descriptions, and conducting

Qualifications

• Bachelor's Degree in HR, business, or related field.
• 5-7+ years of HR experience with a focus in compensation.
• Experience managing annual salary increase programs and evaluating positions for FLSA classification.
• Ability to use market data to inform salary recommendations.

Responsibilities

• Provide high-level compensation consultation on pay decisions, policies, and guidelines; build partnerships across university units.
• Analyze compensation data to identify trends and market competitiveness; prepare equity and market analyses.
• Lead organizational reviews and compensation projects including reorganization documentation and salary recommendations.

Skills

Compensation analysis

Job evaluation

Market data review

FLSA knowledge

Education

Bachelor's degree in HR

Job description

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