University Human Resources – Associate Vice President, Compensation
University Human Resources at Stanford University is committed to advancing Stanford’s position as the best led, best managed university in the world. We support the university’s mission by creating and sustaining a culture of excellence and high engagement, fostering innovation and growth, promoting diversity and respect, and supporting the integration of work and life responsibilities. The Compensation department, a part of University Human Resources, supports this mission through providing fair and competitive compensation programs that attract, retain, and reward high-performing staff and executives.
We are seeking an Associate Vice President (AVP) to lead our Compensation department, steer our compensation strategies, policies and programs, and deliver guidance and consultation to university leadership. This position will report to the Vice President for Human Resources and will manage a team of nine, including four direct reports. This position will be located in our new Stanford Redwood City campus, which is scheduled to open in 2019, and will bring together 2,700 staff in a collaborative environment that reflects Stanford’s culture and mission. The campus will offer amenities such as onsite cafes and a dining pavilion, a high-end fitness facility with an outdoor pool, and a childcare center for Stanford families.
In this leadership role, you will impact positioning Stanford as an employer of choice. You will provide strategic oversight and expertise, lead the short- and long-term goals, strategic plans, policies and operating procedures in the areas of staff and executive compensation. You will formulate strategy for new compensation plans and recommend changes to keep the university at a competitive advantage. You will collaborate with other leaders to communicate and manage actions related to compensation, ensuring consistency and compliance in approach and execution. You will be a trusted partner and expert to the senior leadership team, President, Provost, General Counsel, and Board of Trustees Committee on Compensation. You are a strategic leader, have sound analytical skills, are a strong communicator, have success in managing change, and you are able to influence effectively to find solutions. If you are excited about directly impacting the Stanford mission, this may be the right opportunity for you!
Responsibilities include, but are not limited to:
Providing direction and leadership to design, develop, and implement compensation programs that align with market practice, the university’s strategy and long-range HR strategic business plans. Developing a compensation philosophy and strategy that ensures compensation remains competitive to attract, retain, reward, and motivate employees.
Serving as an expert and leading the analysis for executive compensation, designing executive rewards, identifying issues, and developing recommendations. Analyzing market data and other relevant factors to determine appropriate pay action.
Providing compensation expertise to identify issues, and structuring and implementing market-competitive compensation solutions to engage and reward talent for delivering desired business results. Leading compensation survey participation and providing analysis of compensation survey responses, market competitiveness, and guidance on compensation ranges. Determining financial implications and cost/benefits analyses. Developing special programs, including rewards and recognition programs, and conducting research studies that further university-wide internal equity and maintain a competitive advantage.
Keeping abreast of compensation trends, external benchmark best practices, and regulatory requirements and labor laws to gain insights and provide strategy, vision, and direction for university-wide compensation programs.
Designing, developing and implementing the organization's compensation programs (salary, hourly, incentives, bonus, etc.) to attract and retain talent. Conducting current state assessments and modeling to recommend pay structure movement, modification, revisions or redesign.
Formulating and determining university-wide standards and strategy for compliance with Fair Labors Standards Act (FLSA), to include but not limited to: developing and implementing plans to assess university risk and liability; creating teams or task forces to address issues; and developing FLSA education and communication strategy plans.
Directing development, planning, and implementation of annual staff salary program, including market analysis and forecast modeling and costing.
Providing consultation to Labor Relations and General Counsel on compensation strategy and market analysis related to collective bargaining and managing specialized market studies for union classifications.
Providing leadership and guidance to HR Managers, VPs, Deans, Directors, and line managers on alternative rewards and compensation options, including providing assessments, guidelines, evaluation and direction.
Bachelor's degree and ten years’ relevant experience, or an equivalent combination of education and relevant experience.
Subject matter expertise, specifically a strong understanding and extensive experience in developing and designing compensation, variable pay, and total rewards programs and structures, including job evaluation, compensation benchmarking, strategy development, government regulations and laws governing compensation programs.
Expertise in executive compensation programs and practices. Extensive experience in executive compensation competitive review, incentive plan design, and implementing changes. Must have an understanding of executive compensation competitive landscape, SEC/IRS and other regulations related to executive compensation.
Exceptional critical thinking and analytical skills to create recommendations and drive solutions. Strong attention to detail and accuracy with data.
Superior verbal and written communication skills. Ability to translate complex concepts to facilitate decision-making. Proven facilitation ad negotiation skills and ability to manage highly confidential, complex, and politically sensitive matters.
Demonstrated leadership, change management and problem-solving skills with a proven track record of developing and maintaining effective relationships.
Organizationally savvy, strong business acumen, and excellent leadership skills to build and execute strategies and create and sustain high-performing teams.
Experience in benefits administration, including managing retirement benefits and wellness programs
PHR or SPHR certified, or equivalent certification
Human Resources experience in an academic environment
In this role, you may be required to frequently travel on campus to schools/units and occasionally travel out of town.
Why Stanford is for You
Imagine a world without search engines or social platforms. Consider lives saved through first-ever organ transplants and research to cure illnesses. Stanford University has revolutionized the way we live and enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Our culture and unique perks empower you with:
Freedom to grow. We offer career development programs, tuition reimbursement, or audit a course. Join a TedTalk, film screening, or listen to a renowned author or global leader speak.
A caring culture. We provide superb retirement plans, generous time-off, and family care resources.
A healthier you. Climb our rock wall, or choose from hundreds of health or fitness classes at our world-class exercise facilities. We also provide excellent health care benefits.
Discovery and fun. Stroll through historic sculptures, trails, and museums.
We invite you to apply by clicking on the “Apply for Job” button. To be considered, please submit your résumé and a cover letter along with your online application.
Stanford is an equal opportunity employer and all qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristic protected by law.
Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of the job.