Strategic Compensation Leader - Higher Education

Quinnipiac University; Hamden (CT); On-site; USD 90,000 - 115,000; Full time

Job summary

Quinnipiac University seeks a strategic Manager of Compensation to lead the design, implementation, and governance of compensation programs. This role partners with senior leaders to align pay practices with the university’s mission and talent priorities, translating data into actionable guidance.

Responsibilities include developing salary structures, conducting market analysis, and driving change-management initiatives within a complex, decentralized organization.

Qualifications

• Minimum 5-7 years in compensation, total rewards, or HR analytics.
• Strong knowledge of job analysis, market pricing, and pay benchmarking.
• Experience with pay equity analyses and regulatory rules.
• Ability to translate data into actionable recommendations.

Responsibilities

• Lead design and administration of compensation programs and policies.
• Serve as leader for job architecture, bands, levels, ranges, and evaluation.
• Develop guidelines for starting salaries, promotions, and market actions.
• Lead annual and long-range compensation planning and forecasting.
• Partner with HR, Finance, and Payroll to ensure data integrity and governance.
• Analyze market competitiveness, internal equity, pay compression, range penetration, and provide actionable recommendations.
• Serve as a trusted compensation consultant to HR and senior leaders.

Skills

Analytical skills

Data analysis

Communication

Change management

Project leadership

Consulting

Interpersonal skills

Education

Bachelor’s degree in HR/Business/Finance/Economics/Analytics

Master’s degree (preferred) in related field

Certified Compensation Professional (CCP)

SHRM-CP/SHRM-SCP or SPHR

Tools

Microsoft Excel

HRIS

Compensation software

Job description

Quinnipiac University seeks a strategic Manager of Compensation to lead the design, implementation, and governance of compensation programs. This role partners with senior leaders to align pay practices with the university’s mission and talent priorities, translating data into actionable guidance.

Responsibilities include developing salary structures, conducting market analysis, and driving change-management initiatives within a complex, decentralized organization.