Sr. Director of Compensation and Talent Strategies

University of California Riverside; Riverside (CA); Hybrid; USD 111,000 - 215,000; Full time

Job summary

The University of California Riverside seeks a Sr. Director of Compensation and Talent Strategies to lead compensation management and talent acquisition initiatives. This is a strategic executive role requiring significant experience in HR management, aiming to attract and retain talent while fostering an inclusive workplace culture.

Qualifications

• 8 - 13 years of related experience required.
• Previous supervisory/managerial experience preferred.
• Knowledge of HR policies and regulations essential.

Responsibilities

• Oversee compensation and talent acquisition strategies.
• Implement and operationalize HR strategies for efficiency.
• Lead process improvement projects to maximize effectiveness.

Skills

Excellent communication skills

Management skills

Strategic leadership

Problem-solving

Education

Bachelor's degree in related area

Job description

Sr. Director of Compensation and Talent Strategies

Job ID:
Location: Remote/Hybrid
Schedule: 8AM - 5PM
Category: Human Resources
Salary: $111,000 - $214,400
Full/Part Time: Full-time(100%)
Organization: Chancellor
Department: Samuel Najera
Application Deadline: Open Until Filled

Position Information:
**Please be advised that applicants must submit a cover letter and resume for full consideration. Candidates may be asked to participate in an open forum as a part of the recruitment process.**

A Senior Director of Compensation and Talent Solutions is a high-level executive responsible for overseeing two critical functions within UCR Central Human Resources Division: compensation and classification management and talent acquisition strategies. Reporting to the Associate Vice Chancellor/ Chief Human Resources Officer (CHRO) and serving on the HR leadership team as an influential leader building synergy across the organization to deliver forward-thinking programs designed to attract, retain, reward, recognize and support UCR's exceptional talent. Serves as an advisor to the CHRO and acts as a liaison with the University of California Office of the President in system-wide discussions and decisions regarding employee attraction and retention services and rewards initiatives. The incumbent must foster high ethical standards for bringing forward organizational strategies that align people strategies with institutional goals and overarching campus strategic plans. The responsibilities include and are not limited to: providing long-term strategic leadership on compensation issues, serving as the campus SMG Coordinator, facilitating the campus compensation philosophy, and administers the related policies and procedures to achieve organizational goals; provides strategic leadership and direction in the development and implementation of talent acquisition programs and services that enhance efforts to align workforce and achieve key business initiatives; proposes and implements best practices to improve the talent acquisition function, while serving as a mentor and coach to the team; and leads process improvement projects as a department leader. The incumbent is responsible for implementing and operationalizing strategies to ensure effective day-to-day operations that maximizes efficiencies, effectiveness and client satisfaction. The role must ensure HR, including HR Partners, have the tools and support they require to work directly with their departments to provide expert advice and support in compliance with regulations, collective bargaining agreements, and system-wide policies and performing other duties as assigned.

The full salary range for the Sr. Director of Compensation and Talent Strategies is $111,000 - $214,400 annually. However, the expected pay scale for this position is up to $190,000 annually. We base salary offers on a variety of considerations, such as education, licensure and certifications, experience, and other business and organizational needs.

Applicants must have current work authorization when accepting a UCR staff position. Currently, we are unable to sponsor or take over sponsorship of an employment Visa for staff.

As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.



Requirements:
Requirements

Educational Requirements

Bachelor's degree in related area and/or equivalent experience/training.

Required

Experience Requirements

8 - 13 years of related experience.

Required

Previous supervisory/managerial experience.

Preferred

Minimum Requirements

Thorough knowledge of organizational and systemwide personnel policies and applicable laws and regulations.

Excellent communication skills with a diversity of communication styles; may make oral or written presentations.

Ability to make decisions regarding hiring, evaluating, and development of subordinates.

Excellent management skills that include collaboration, coaching and developing subordinates; ability to build relationships.

Thorough understanding of the unit goals and ability to determine the best way of achieving unit goals.

Demonstrated ability to handle extremely difficult or volatile situations/individuals effectively.

Preferred Qualifications

Direct knowledge of specific functions in the university's HR management information systems.


Additional Information:
Additional Information

In the Heart of Inland Southern California, UC Riverside is located on nearly 1,200 acres near Box Springs Mountain in Southern California; the park-like campus provides convenient access to the vibrant and growing Inland region. The campus is a living laboratory for the exploration of issues critical to growing communities' air, water, energy, transportation, politics, the arts, history, and culture. UCR gives every student, faculty and staff member the resources to explore, engage, imagine and excel.

UC Riverside is recognized as one of the most ethnically diverse research universities in the country boasting several key rankings of which we are extremely proud.

• UC Riverside is proud to be ranked No. 12 among all U.S. universities, according to Money Magazine's 2020 rankings, and among the top 1 percent of universities worldwide, according to the 2019-20 Center for World University rankings.
  


• UC Riverside is the top university in the United States for social mobility. - U.S. News 2020
  


• UCR is a member of the University Innovation Alliance, the leading national coalition of public research universities committed to improving student success for low-income, first-generation, and students of color.
  


• Among top-tier universities, UC Riverside ranks No. 2 in financial aid. - Business Insider 2019
  


• Ranked No. 2 in the world for research, UCR's Department of Entomology maintains one of the largest collections of insect specimens the nation. - Center for World University Rankings
  


• UCR's distinguished faculty boasts 2 Nobel Laureates, and 13 members of the National Academies of Science and Medicine.

The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories under state or federal law. It is the policy of the University of California to undertake affirmative action and anti-discrimination efforts, consistent with its obligations as a Federal and State contractor.

For information about our generous employee benefits package, visit: Employee Benefits Overview

Job Description Details:
Job Description Details

General Information
Job Title
HR MGR 2 Job Code
000625 Grade
26 Department Head
Samuel Najera Supervisor
Samuel Najera

Positions Directly Supervised
Job CodeTitleFTE

000615

COMPENSATION ANL 5

2

000613

COMPENSATION ANL 4

1

007726

COMPENSATION ANL 3

1

007747

EMPLOYMENT REPR 2

1

007373

ADMIN AST 3

1

004722

BLANK AST 3

1

000508

EMPLOYMENT REPR 4

1

Generic Scope
Oversees through subordinate managers a large department or multiple smaller units, OR manages a highly specialized technical function/team. Has significant responsibility to achieve broadly stated goals through subordinate managers. Determines objectives, directs programs, develops strategies and policies, manages human, financial, and physical resources, and functions with a high degree of autonomy. Proactively assesses risk to establish systems and procedures to protect organizational assets. Determines strategies for a program with organization-wide impact.

Custom Scope
Manages subordinate managers primarily responsible for administering personnel policies and procedures. Establishes objectives and work plans, and delegates assignments to subordinate managers. Responsible for managing, preparing, administering, and directing HR resources. Reviews and approves recommendations for HR programs. Involved in developing, modifying and executing policies that affect immediate operation(s) and may also have organization-wide effect. Erroneous decisions or failure to achieve HR goals results in additional costs and personnel, and serious delays in overall schedules. May manage HR professionals in a central HR function, identifying functional objectives for the organization, and determining the resources necessary to achieve those objectives.

Department Custom Scope
A Senior Director of Compensation and Talent Solutions is a high-level executive responsible for overseeing two critical functions within UCR Central Human Resources Division: compensation and classification management and talent acquisition strategies. Reporting to the Associate Vice Chancellor/ Chief Human Resources Officer (CHRO) and serving on the HR leadership team as an influential leader building synergy across the organization to deliver forward-thinking programs designed to attract, retain, reward, recognize and support UCRs exceptional talent. Serves as an advisor to the CHRO and acts as a liaison with the University of California Office of the President in system-wide discussions and decisions regarding employee attraction and retention services and rewards initiatives. The incumbent must foster high ethical standards for bringing forward organizational strategies that align people strategies with institutional goals and overarching campus strategic plans. The responsibilities include and are not limited to: providing long-term strategic leadership on compensation issues, serving as the campus SMG Coordinator, facilitating the campus compensation philosophy, and administers the related policies and procedures to achieve organizational goals; provides strategic leadership and direction in the development and implementation of talent acquisition programs and services that enhance efforts to align workforce and achieve key business initiatives; proposes and implements best practices to improve the talent acquisition function, while serving as a mentor and coach to the team; and leads process improvement projects as a department leader. The incumbent is responsible for implementing and operationalizing strategies to ensure effective day-to-day operations that maximizes efficiencies, effectiveness and client satisfaction. The role must ensure HR, including HR Partners, have the tools and support they require to work directly with their departments to provide expert advice and support in compliance with regulations, collective bargaining agreements, and system-wide policies and performing other duties as assigned.

Key Responsibilities:
Key Responsibilities DescriptionPercent Time

Leads the development and implementation of critical strategies, goals and objectives in the delivery of a comprehensive compensation program and policies for the campus. Oversee the professional consultation services provided by compensation staff to campus clients in support of retention objectives, pay equity, and market competitiveness; providing guidance and evaluating exceptions to policy. Lead the development and implementation of annual compensation and incentive award program guidelines for exempt and non-exempt employees. Ensure practices are equitable and achieve desired competitive positioning. Oversee implementation and daily administration of job evaluation systems. Lead the compensation team in streamlining work processes and measuring cycle-time for services, utilizing technology and process improvement methodologies.

20%

This position is responsible for providing strategic leadership and management for all campus recruitment, employment, and workforce planning functions. Serve as subject matter expert on campus processes for talent acquisition related systems, programs and processes. Through subordinate staff and partnerships, will lead the development and implementation of innovative talent acquisition and onboarding strategies that align with the university's mission as a world-class institution. Responsibilities include forecasting workforce needs, developing assessment tools, and building partnerships with senior leadership and external stakeholders to achieve organizational objectives. The incumbent will also play a key role in shaping the university's employer brand to attract and retain top talent in a competitive market. Incumbent will use knowledge of organizational development, marketing strategies, and data-driven decision-making to ensure alignment between recruitment efforts and the university's strategic goals. Will serve as liaison with campus departments and Office of the President on talent acquisition related issues or concerns, including questions and inquiries from individual employees and departments.

20%

Guides and advises managers on methods and approaches for administering personnel policies and procedures.

• Advises the CHRO and other campus senior leadership on Compensation and Talent Acquisition matters that have significant organizational impact or future organization wide implications. As the SMG Coordinator, interacts with senior management on matters of compensation including the executive level population. May present recommendations to University Leadership and the Regents regarding compensation for members of the Senior Management Group, and/or on Compensation programs with high visibility and impact.

15%

Manages a work team of supported staff, professionals, supervisors or managers.

• Hires, evaluates and manages the appropriate deployment of people and financial resources. Engages direct reports by providing professional development, mentoring, coaching, and performance management. Provides guidance and expertise to the team regarding their day-to-day responsibilities. Conducts research and deploys best practice for areas of oversight. Develops, implements, and monitors the use of metrics to measure success and reflect a customer service and accountability focus.
  
  Leads the coordination of client services providing guidance and expertise to the talent acquisition and compensation team regarding their day- to-day responsibilities, including but not limited to classification, equity review, executive compensation, talent acquisition (recruitment, selection, appointment, temporary employment services, rehired retiree programs, and student employment).

15%

Makes recommendations and implements decisions on issues (operational and budget processes, staff FTE, finance, human resources and space planning) that have department-wide impact.

• Participates in the development, administration, and management of the Talent Acquisition and Compensation Services annual operating budget. Develops and delivers programs and services that are cost effective, compliant with regulatory standards and aligned with UCR and Central HR's ETHOS and strategic objectives. Participates in ongoing discussions to pursue the most effective and efficient means of achieving HRs priorities.

10%

Works with direct manager, other organization managers department human resources managers, and assigned staff; represents the unit in organization meetings and occasionally at system wide meetings on matters pertaining to personnel policies and practices.

• Incumbent will attend committee meetings as well as participate in work groups and task forces as required to keep apprised of UCR business and ensure appropriate resources are assigned to programs/projects and that important initiatives are being advanced. As needed, this position may attend meetings and/or serve in meetings as a delegate for the CHRO.

10%

Oversees analysis and policy development for issues and processes.

5%

Creates a work environment that is inclusive.

• Advances diversity, equity, and inclusion. Ensures compensation philosophy, programs, and practices support institutional diversity, equity and inclusion principles and goals. Provides guidance and direction on diversity issues, including the annual Affirmative Action Plan (AAP). Champions the Principles of Community and the Central HR ETHOS.

5%


To apply, visit https://jobsportal.ucr.edu/jobs/34685575







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