Associate Director-Compensation - Campus
Georgia Institute of Technology, Atlanta, GA, United States
Job Summary
The Associate Director of Classification and Compensation provides leadership and expertise in designing, administering, and continuously improving compensation and classification programs that support institutional goals and enable talent attraction, retention, and workforce effectiveness. Working in a fast‑paced environment, the Associate Director partners closely with HR Business Partners, Talent Acquisition, Finance, Legal, and senior leaders to navigate complex issues, manage competing priorities, and deliver timely outcomes. The role requires executive presence, strong communication skills, and the ability to translate complex analyses into clear decision options while maintaining compliance and audit‑ready documentation.
Responsibilities
Lead day‑to‑day compensation and classification service delivery, including request intake, analysis, documentation, and escalation support.
Serve as a consultative advisor to leaders and HR partners by providing data‑driven guidance on pay decisions, market competitiveness, internal alignment, parity/compression, and risk trade‑offs.
Lead job evaluation and leveling activities and partner with classification stakeholders to support consistent job documentation and career level placement.
Lead compensation and classification initiatives using program management practices and leveraging technology and AI‑enabled analysis to improve cycle readiness, decision support, and process efficiency.
Lead compensation cycle planning and execution, including calendars, guidelines, range updates, planning support, and insights that inform salary increase budgeting and decisions.
Lead improvements to compensation‑related guidance, procedures, controls, and standard work to strengthen compliance, consistency, and audit‑ready documentation.
Lead compensation reporting, analytics, dashboards, and executive‑ready summaries; translate findings into clear decision options for leaders.
Partner with human resources information system stakeholders to optimize tools supporting compensation and classification processes; perform data validation and audits to ensure data integrity and internal controls.
Lead, coach, and develop a high‑performing team through goal setting, delegation, quality review, performance feedback, training, and development planning aligned to institute priorities.
Other duties as assigned.
Required Qualifications
Bachelor’s degree in a related discipline or equivalent, with 6+ years of relevant experience, including 3+ years of supervisory experience.
Experience leading compensation or classification programs in a complex organization (e.g., salary structure development, job architecture modernization, system/process improvements).
Experience using analytics and data visualization to support executive decision‑making, including exposure to AI‑enabled tools for analysis, forecasting, or workflow improvement.
Experience managing projects or multi‑workstream initiatives, including planning, stakeholder communication, and delivery timelines.
Preferred Qualifications
Master’s degree in a related field or equivalent combination of education and experience.
Professional certification (e.g., Certified Compensation Professional, SHRM Senior Certified Professional, Senior Professional in Human Resources).
Experience working in higher education, private sector, or public‑sector environments.
Compensation
Pay Range: $114,031–$130,000/yr.
Knowledge, Skills, & Abilities
Knowledge of compensation strategy, salary structures, pay positioning, salary administration practices, market pricing, job matching, and compensation survey interpretation.
Knowledge of job evaluation, leveling, and documentation practices that support consistent classification outcomes.
Knowledge of governance, compliance concepts, and documentation practices that support audit readiness.
Skill in quantitative analysis, modeling, and developing clear decision‑support materials for leaders.
Skill in applying program and project management practices to deliver work across multiple stakeholders and timelines.
Skill in using technology to improve reporting, streamline processes, and enhance service delivery, including AI‑enabled analysis where appropriate.
Strong written and verbal communication skills, including the ability to translate technical concepts into plain language.
Ability to exercise sound judgment and present options that explain cost, risk, and workforce impact.
Ability to influence and partner effectively across HR, finance, legal, and senior leadership.
Ability to lead and develop teams with varied perspectives through coaching, feedback, and performance support.
Ability to manage competing priorities in a fast‑paced environment while maintaining accuracy and quality.
Equal Employment Opportunity
The Georgia Institute of Technology (Georgia Tech) is an Equal Employment Opportunity Employer. The Institute is committed to maintaining a fair and respectful environment for all. Georgia Tech provides equal opportunity to all faculty, staff, students, and other members of the Georgia Tech community, including applicants for admission and/or employment, contractors, volunteers, and participants in institutional programs, activities, and services. Georgia Tech complies with all applicable laws and regulations governing equal opportunity in the workplace and in educational activities.
Background Check
The candidate of choice will be required to pass a pre‑employment background screening. For details, see the Georgia Tech policy library.
Location
Atlanta, GA
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The Associate Director of Classification and Compensation provides leadership and expertise in designing, administering, and continuously improving compensation and classification programs that support institutional goals and enable talent attraction, retention, and workforce effectiveness. Working in a fast‑paced environment, the Associate Director partners closely with HR Business Partners, Talent Acquisition, Finance, Legal, and senior leaders to navigate complex issues, manage competing priorities, and deliver timely outcomes. The role requires executive presence, strong communication skills, and the ability to translate complex analyses into clear decision options while maintaining compliance and audit‑ready documentation.
Responsibilities
Lead day‑to‑day compensation and classification service delivery, including request intake, analysis, documentation, and escalation support.
Serve as a consultative advisor to leaders and HR partners by providing data‑driven guidance on pay decisions, market competitiveness, internal alignment, parity/compression, and risk trade‑offs.
Lead job evaluation and leveling activities and partner with classification stakeholders to support consistent job documentation and career level placement.
Lead compensation and classification initiatives using program management practices and leveraging technology and AI‑enabled analysis to improve cycle readiness, decision support, and process efficiency.
Lead compensation cycle planning and execution, including calendars, guidelines, range updates, planning support, and insights that inform salary increase budgeting and decisions.
Lead improvements to compensation‑related guidance, procedures, controls, and standard work to strengthen compliance, consistency, and audit‑ready documentation.
Lead compensation reporting, analytics, dashboards, and executive‑ready summaries; translate findings into clear decision options for leaders.
Partner with human resources information system stakeholders to optimize tools supporting compensation and classification processes; perform data validation and audits to ensure data integrity and internal controls.
Lead, coach, and develop a high‑performing team through goal setting, delegation, quality review, performance feedback, training, and development planning aligned to institute priorities.
Other duties as assigned.
Required Qualifications
Bachelor’s degree in a related discipline or equivalent, with 6+ years of relevant experience, including 3+ years of supervisory experience.
Experience leading compensation or classification programs in a complex organization (e.g., salary structure development, job architecture modernization, system/process improvements).
Experience using analytics and data visualization to support executive decision‑making, including exposure to AI‑enabled tools for analysis, forecasting, or workflow improvement.
Experience managing projects or multi‑workstream initiatives, including planning, stakeholder communication, and delivery timelines.
Preferred Qualifications
Master’s degree in a related field or equivalent combination of education and experience.
Professional certification (e.g., Certified Compensation Professional, SHRM Senior Certified Professional, Senior Professional in Human Resources).
Experience working in higher education, private sector, or public‑sector environments.
Compensation
Pay Range: $114,031–$130,000/yr.
Knowledge, Skills, & Abilities
Knowledge of compensation strategy, salary structures, pay positioning, salary administration practices, market pricing, job matching, and compensation survey interpretation.
Knowledge of job evaluation, leveling, and documentation practices that support consistent classification outcomes.
Knowledge of governance, compliance concepts, and documentation practices that support audit readiness.
Skill in quantitative analysis, modeling, and developing clear decision‑support materials for leaders.
Skill in applying program and project management practices to deliver work across multiple stakeholders and timelines.
Skill in using technology to improve reporting, streamline processes, and enhance service delivery, including AI‑enabled analysis where appropriate.
Strong written and verbal communication skills, including the ability to translate technical concepts into plain language.
Ability to exercise sound judgment and present options that explain cost, risk, and workforce impact.
Ability to influence and partner effectively across HR, finance, legal, and senior leadership.
Ability to lead and develop teams with varied perspectives through coaching, feedback, and performance support.
Ability to manage competing priorities in a fast‑paced environment while maintaining accuracy and quality.
Equal Employment Opportunity
The Georgia Institute of Technology (Georgia Tech) is an Equal Employment Opportunity Employer. The Institute is committed to maintaining a fair and respectful environment for all. Georgia Tech provides equal opportunity to all faculty, staff, students, and other members of the Georgia Tech community, including applicants for admission and/or employment, contractors, volunteers, and participants in institutional programs, activities, and services. Georgia Tech complies with all applicable laws and regulations governing equal opportunity in the workplace and in educational activities.
Background Check
The candidate of choice will be required to pass a pre‑employment background screening. For details, see the Georgia Tech policy library.
Location
Atlanta, GA
#J-18808-Ljbffr