Stanford University is one of the world’s premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives.
Stanford University Human Resources (UHR) is seeking a Principal Compensation Analyst who is a demonstrated subject matter expert in compensation design, implementation, optimization and administration. The ideal candidate will have a depth of experience working in a large decentralized organization with complex collaboration and distributed authority. This role will report to the Senior Director of Compensation for Staff, Executive and Global compensation.
JOB PURPOSE:
Provide direct support to clients regarding compensation design, implementation, and administration and other compensation-related issues. Provide consultation on compensation policy, practices and compliance and represent Stanford compensation practices to external organizations. Advise HR Leaders and line managers on a range of complex matters related to the university’s compensation policies, processes, and practices. Solves unique and complex problems that have a broad impact across multiple schools or units. Provide guidance and mentorship to associate compensation analysts and compensation analysts, and serve as a team lead on university-wide compensation initiatives. Has specialized depth or breadth of experience in compensation and HR.
CORE DUTIES*:
- Provide guidance and mentorship to associate compensation analysts and compensation analysts.
- Serve as a team lead on university-wide compensation initiative.
- Serve as a demonstrated or known subject matter expert regarding compensation design, implementation, and optimization.
- Lead large scale compensation projects university-wide or multiple schools or VP units.
- Oversight the balance and prioritization of client workload.
- Manage a compensation process or practice, such as salary planning, through its full life cycle.
- Perform advanced analyses to support the design, implementation, and administration of the compensation function.
- Build complex financial models to support detailed analysis and decision-making in compensation strategy, methodology and actions.
- Design/re-design and develop optimal compensation components for the university and/or school/unit in response to findings.
- Serve as an advisory resource regarding compensation implementation and administration for university human resources and line managers.
- Advise HR Leaders and line managers on a range of complex matters related to the university’s and/or school’s/unit’s compensation policies, processes, and practices. Solves advanced, unique and complex problems that have a broad impact across multiple schools or units.
- Oversee and participate in job evaluations and documentation of job descriptions.
- Manage and oversee client requests for compensation analysis or assistance and provide guidance, recommendations and designed solutions where needed on compensation processes, policies and procedures.
- Design, develop, review and provide guidance on retention and incentive plan documentation and/or develop complex incentive plans to reinforce targeted behaviors and advance the university or school’s/unit’s mission/goals.
- Review research and in-depth analyses to develop and/or revise existing university or school/unit compensation programs, policies, and/or practices. Make recommendations to management based on completed analyses and lead the implementation of solutions.
- Develop communication/education strategy and materials for human resource managers, line managers and employees, as needed.
*Note: The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.
MINIMUM REQUIREMENTS:
Education & Experience:
Bachelor’s degree and ten or more years of relevant experience, or a combination of education and relevant experience.
Knowledge, Skills and Abilities:
- Is recognized as an expert and advisor in compensation across the university and/or within an assigned school/unit.
- Has specialized depth or breadth of experience in compensation and HR.
- Interprets internal and external issues and recommends new solutions and best practices.
- Anticipates business challenges and develops process, product, and service improvements.
- Solves unique and complex problems that have broad impact on the business; takes a broad perspective to identify solutions; especially with implications on cross-functional business processes and disciplines.
- May be the leader on projects with broad visibility to achieve.
