Director, University Compensation

University of Rochester; San Antonio (TX); On-site; USD 141,000 - 212,000; Full time

Job summary

The University of Rochester is seeking a senior leader in compensation to direct development, implementation and governance of staff compensation programs for UR Medicine. You will advise leadership and ensure alignment with market competitiveness and internal equity, while guiding a team delivering accurate compensation services.

This role reports to HR leadership and partners to shape enterprise-wide compensation initiatives, balancing financial sustainability with workforce needs and policy

Responsibilities

• Directs the development, implementation, and administration of staff compensation programs for UR Medicine, aligning priorities with the compensation philosophy and governance.
• Advises UR Medicine leadership, providing strategic guidance to support recruitment, retention and market competitiveness.
• Leads the compensation team supporting UR Medicine, ensuring service delivery, program effectiveness and compliance.
• Partners with HR leadership to shape university-wide compensation initiatives and translate strategy into programs.

Job description

As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive.

Job Location (Full Address):

60 Corporate Woods, Brighton, New York, United States of America, 14623

Opening:

Worker Subtype: Regular

Time Type: Full time

Scheduled Weekly Hours: 40

Department: 100999 Total Rewards-Compensation

Work Shift: UR - Day (United States of America)

Range: UR URG 118

Compensation Range: $141,000.00 - $211,600.00

The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job's compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.

Responsibilities:

Directs the development, implementation, and administration of staff compensation programs for the University of Rochester Medicine, aligning workforce and business priorities with the organization's compensation philosophy, policies, and governance. Advises URochester Medicine leadership, providing strategic guidance and solutions that support recruitment, retention, market competitiveness, internal equity, and financial sustainability. Leads the compensation team supporting URochester Medicine and is accountable for service delivery, program effectiveness, and compliance with applicable compensation requirements. Partners with HR leadership to shape University-wide compensation initiatives and translate institutional strategy into effective programs and practices.

Essential Functions:

• Directs compensation planning and program delivery for URochester Medicine. Establishes priorities and operating plans that address clinical, research, administrative, and operational workforce needs within the University's compensation framework. Partners with URochester Medicine executives, Human Resources leadership, and Finance to assess workforce challenges and develop targeted compensation strategies. Evaluates competing priorities, financial implications, and organizational impacts; recommends solutions and obtains approvals through established governance. Contributes perspectives to University-wide compensation strategy and policy development.
• Directs the consistent application of job architecture, classification standards, compensation policies, and applicable federal and state requirements across URocchester Medicine. Oversees review of complex classification and pay-practice matters, including Fair Labor Standards Act exemption determinations, in partnership with appropriate University resources. Identifies systemic risks, directs audits and corrective actions, and recommends policy or process improvements. Partners with HR Business Partners, Labor Relations, the Office of Counsel, and other stakeholders, as appropriate, to resolve complex issues and support organizational changes.
• Leads and develops the compensation team supporting URochester Medicine, including subordinate leaders and professional staff, as assigned. Establishes service expectations, allocates resources, and holds the team accountable for accurate, timely, and consistent compensation support. Oversees complex job evaluations, market pricing, pay recommendations, and escalated compensation matters. Exercises decision‑making authority within approved policies and delegated limits; elevates matters with significant financial, policy, or enterprise‑wide implications to the Sr. Director of Compensation. Builds team capabilities through coaching, performance management, and succession planning.
• Directs URochester Medicine market assessment and compensation analysis. Establishes priorities for reviewing competitive pay positioning, internal equity, salary compression, and emerging workforce pressures. Oversees the selection and application of appropriate healthcare, academic medicine, and other relevant labor‑market data, consistent with the University's market alignment strategy. Develops recommendations for targeted market adjustments, salary structure changes, and special pay programs. Partners with Finance to model costs, assess implementation options, and evaluate the effectiveness and sustainability of compensation investments.
• Establishes performance measures and reporting to evaluate compensation service delivery, market positioning, program outcomes, and adherence to approved practices. Partners with HR systems, Workday, reporting, and process owners to strengthen data quality, controls, workflows, and operational efficiency. Leads Medical Center implementation of compensation‑related projects and organizational changes. Develops communications, tools, and t