Associate Director-Classification & Compensation

Georgia Institute of Technology; Atlanta (GA); On-site; USD 120,000 - 150,000; Full time

Job summary

Georgia Tech is seeking an Associate Director of Classification and Compensation to lead the Institute's job architecture, classification, and compensation governance. The role ensures compliant, data-informed processes and aligns with institutional priorities.

You will supervise staff, drive salary structures, parity and compression analysis, and collaborate with HR technology teams to optimize systems and reporting, supporting talent strategy and fiscal stewardship.

Responsibilities

• Provide functional leadership and oversight for the Institute's classification function, including job evaluation, position review, career level determination, job documentation standards, job family alignment, organizational design consultation, and governance practices that support a consistent and sustainable job architecture framework.
• Develop, implement, maintain, and recommend improvements to classification and compensation policies, procedures, standards, controls, and decision frameworks to support institutional objectives, regulatory compliance, operational consistency, transparency, and audit readiness.
• Serve as a subject matter resource on complex classification matters, organizational structure reviews, position design, FLSA determinations, workforce planning initiatives, classification appeals, position description quality, and related compliance considerations.
• Lead and support compensation program activities, including market pricing, job matching, salary structure maintenance, pay range analysis, compensation analysis, parity/compression reviews, pay recommendations, salary action review, and leadership consultation to support talent attraction, retention, fiscal stewardship, and workforce effectiveness.
• Partner with HR technology stakeholders to support classification and compensation programs, systems, and processes. Lead and support business process optimization, reporting and analytics, data integrity, compliance reviews, user experience enhancements, and continuous improvement initiatives that strengthen operational effectiveness and service delivery.
• Lead data analytics, workforce reporting, position management analysis, classification trend reviews, compensation metrics, salary structure analytics, dashboards, and decision support materials that inform planning, resource allocation, organizational decision-making, and annual compensation cycle readiness.
• Develop and deliver education, communication, consultation, and change management resources for leaders, managers, Human Resources professionals, and employees regarding classification methodology, compensation practices, career levels, salary structures, salary administration guidelines, and technology-enabled processes.

Job description

Job ID: 305204

Location: Atlanta, Georgia

Full/Part Time: Full-Time

Regular/Temporary: Regular

About Us

Georgia Tech prides itself on its technological resources, collaborations, high-quality student body, and its commitment to building an outstanding and diverse community of learning, discovery, and creation. We strongly encourage applicants whose values align with our institutional values, as outlined in our strategic plan. These values include academic excellence, diversity of thought and experience, inquiry and innovation, collaboration and community, and ethical behavior and stewardship. Georgia Tech has policies to promote a healthy work-life balance and is aware that attracting faculty may require meeting the needs of two careers.

About Georgia Tech

Georgia Tech is a top-ranked public research university situated in the heart of Atlanta, a diverse and vibrant city with numerous economic and cultural strengths. The Institute serves more than 45,000 students through top-ranked undergraduate, graduate, and executive programs in engineering, computing, science, business, design, and liberal arts. Georgia Tech's faculty attracted more than $1.4 billion in research awards this past year in fields ranging from biomedical technology to artificial intelligence, energy, sustainability, semiconductors, neuroscience, and national security. Georgia Tech ranks among the nation's top 20 universities for research and development spending and No. 1 among institutions without a medical school.

Georgia Tech's Mission and Values

Georgia Tech's mission is to develop leaders who advance technology and improve the human condition. The Institute has nine key values that are foundational to everything we do:

1. Students are our top priority.

2. We strive for excellence.

3. We thrive on diversity.

4. We celebrate collaboration.

5. We champion innovation.

6. We safeguard freedom of inquiry and expression.

7. We nurture the wellbeing of our community.

8. We act ethically.

9. We are responsible stewards.

Over the next decade, Georgia Tech will become an example of inclusive innovation, a leading technological research university of unmatched scale, relentlessly committed to serving the public good; breaking new ground in addressing the biggest local, national, and global challenges and opportunities of our time; making technology broadly accessible; and developing exceptional, principled leaders from all backgrounds ready to produce novel ideas and create solutions with real human impact.

Department Information

Georgia Tech Human Resources (GTHR) serves the Institute and its more than 14,000 employees through strategic counsel, employee engagement, and essential human capital management operations. As the people's unit, GTHR is engaged throughout the employee's lifetime at Georgia Tech. Our team works with sensitive employee information and assists in the management of complex employee issues. Professionalism and confidence are of the utmost importance within our team.

What we do:

• Process payroll and maintain employment data for approximately 14,000 active faculty, staff, and students
• Strive to attract, recruit, and retain the best talent in the marketplace.
• Provide immigration, labor, and tax support required for foreign national faculty and staff to work at Georgia Tech and support employees performing services overseas.
• Leverage a market-driven compensation structure to attract and retain employees.
• Advise employees and managers regarding work performance and conflict management.

Compensation and Classification Department

Define and maintain job structures by evaluating roles to ensure accurate job titles, levels, and classifications aligned with organizational needs, governance requirements, and market context. Establish and manage market-driven salary structures that support talent attraction and retention while maintaining internal consistency and alignment with Georgia Tech and the University System of Georgia requirements. Support talent attraction and retention by applying competitive, sustainable, and data-informed compensation practices. Monitor parity and compression to identify pay concerns and inform data-driven recommendations. Advise leaders, managers, and employees on job classification and compensation practices.

Job Summary

The Associate Director of Classification and Compensation provides leadership and expertise for the Institute's classification, compensation, and related technology programs. Supports administration and continuous improvement of job architecture, career leveling, position classification, compensation programs, salary structures, and governance practices. Ensures processes are compliant, consistent, data-informed, and aligned with institutional priorities.

Leads classification and job architecture efforts while overseeing compensation administration, salary structures, workforce planning, systems coordination, analytics, reporting, and process improvement. Partners with HR technology stakeholders to support data integrity, operational efficiency, reporting, and system effectiveness.

Leads staff, establishes priorities and standards, and provides guidance on organizational design, position management, compensation, compliance, and system optimization. Exercises independent judgment and serves as a resource on complex classification, compensation, and technology matters.

• Responsible for setting employee goals.
• Assessing performance.
• Providing feedback, and making pay recommendations.
• Typically interacts consistently with staff.
• Typically advises and counsels staff. Supervises staff.

Responsibilities

Job Duty 1 -

Provide functional leadership and oversight for the Institute's classification function, including job evaluation, position review, career level determination, job documentation standards, job family alignment, organizational design consultation, and governance practices that support a consistent and sustainable job architecture framework.

Job Duty 2 -

Develop, implement, maintain, and recommend improvements to classification and compensation policies, procedures, standards, controls, and decision frameworks to support institutional objectives, regulatory compliance, operational consistency, transparency, and audit readiness.

Job Duty 3 -

Serve as a subject matter resource on complex classification matters, organizational structure reviews, position design, FLSA determinations, workforce planning initiatives, classification appeals, position description quality, and related compliance considerations.

Job Duty 4 -

Lead and support compensation program activities, including market pricing, job matching, salary structure maintenance, pay range analysis, compensation analysis, parity/compression reviews, pay recommendations, salary action review, and leadership consultation to support talent attraction, retention, fiscal stewardship, and workforce effectiveness.

Job Duty 5 -

Partner with HR technology stakeholders to support classification and compensation programs, systems, and processes. Lead and support business process optimization, reporting and analytics, data integrity, compliance reviews, user experience enhancements, and continuous improvement initiatives that strengthen operational effectiveness and service delivery.

Job Duty 6 -

Lead data analytics, workforce reporting, position management analysis, classification trend reviews, compensation metrics, salary structure analytics, dashboards, and decision support materials that inform planning, resource allocation, organizational decision-making, and annual compensation cycle readiness.

Job Duty 7 -

Develop and deliver education, communication, consultation, and change management resources for leaders, managers, Human Resources professionals, and employees regarding classification methodology, compensation practices, career levels, salary structures, salary administration guidelines, and technology-enabled processes.