Sr Director-Compensation & Classification

Georgia Tech prides itself on its technological resources, collaborations, high-quality student body, and its commitment to building an outstanding and diverse community of learning, discovery, and creation. We strongly encourage applicants whose values align with our institutional values, as outlined in our strategic plan. These values include academic excellence, diversity of thought and experience, inquiry and innovation, collaboration and community, and ethical behavior and stewardship. Georgia Tech has policies to promote a healthy work-life balance and is aware that attracting faculty may require meeting the needs of two careers.

About Georgia Tech

Georgia Tech is a top-ranked public research university situated in the heart of Atlanta, a diverse and vibrant city with numerous economic and cultural strengths. The Institute serves more than 45,000 students through top-ranked undergraduate, graduate, and executive programs in engineering, computing, science, business, design, and liberal arts. Georgia Tech's faculty attracted more than $1.4 billion in research awards this past year in fields ranging from biomedical technology to artificial intelligence, energy, sustainability, semiconductors, neuroscience, and national security. Georgia Tech ranks among the nation's top 20 universities for research and development spending and No. 1 among institutions without a medical school.

Georgia Tech's Mission and Values

Georgia Tech's mission is to develop leaders who advance technology and improve the human condition. The Institute has nine key values that are foundational to everything we do:

1. Students are our top priority.

2. We strive for excellence.

3. We thrive on diversity.

4. We celebrate collaboration.

5. We champion innovation.

6. We safeguard freedom of inquiry and expression.

7. We nurture the wellbeing of our community.

8. We act ethically.

9. We are responsible stewards.

Over the next decade, Georgia Tech will become an example of inclusive innovation, a leading technological research university of unmatched scale, relentlessly committed to serving the public good; breaking new ground in addressing the biggest local, national, and global challenges and opportunities of our time; making technology broadly accessible; and developing exceptional, principled leaders from all backgrounds ready to produce novel ideas and create solutions with real human impact.

• Process payroll and maintain employment data for approximately 14,000 active faculty, staff, and students
• Strive to attract, recruit, and retain the best talent in the marketplace.
• Provide immigration, labor, and tax support required for foreign national faculty and staff to work at Georgia Tech and support employees performing services overseas.
• Leverage a market-driven compensation structure to attract and retain employees.
• Advise employees and managers regarding work performance and conflict management.

• Annual compensation adjustments
• Salary surveys
• Pay equity
• Pay transparency
• Short- and long-term incentives
• Executive compensation
• Staff, academic, and research compensation and equity programs
• As well as providing day-to-day support to leaders on job, wage, and salary classification.

• Advanced knowledge of compensation strategy, salary structures, market pricing, pay administration, and compensation governance.
• Demonstrated ability to translate organizational strategy and compensation philosophy into practical programs, policies, and decision frameworks.
• Experience developing and administering market adjustments, merit programs, promotional guidelines, salary placement practices, and incentive and award programs.
• Strong command of compa-ratio, range penetration, market positioning, salary compression, internal equity, and pay competitiveness.

• Extensive experience with job evaluation, position classification, job leveling, career frameworks, and job architecture.
• Ability to evaluate organizational scope, decision-making authority, complexity, impact, and responsibilities to determine appropriate classification and level.
• Experience designing and maintaining job families, subfamilies, career streams, levels, job profiles, and job catalogs.
• Ability to balance internal equity and organizational consistency with external market competitiveness.

• Advanced experience interpreting salary surveys and external labor-market data, including benchmark-job matching and market pricing.
• Strong quantitative and analytical capability to model compensation scenarios and identify equity, compression, and market-alignment issues.
• Advanced proficiency with Microsoft Excel, including large datasets, pivot tables, lookups, modeling, quality controls, and executive-ready analysis.
• Ability to convert complicated analyses into clear findings, options, risks, and recommendations for nontechnical and executive audiences.

• Knowledge of federal and state wage-and-hour requirements, FLSA classification, equal-pay requirements, and compensation-related compliance.
• Experience conducting or supporting pay-equity and internal-equity analyses.
• Ability to establish consistent and defensible compensation and classification practices with appropriate documentation, controls, and governance.
• Sound judgment in managing sensitive compensation, equity, classification, and employee-relations matters.

• Demonstrated ability to serve as a trusted advisor to senior leaders, HR leaders, HR business partners, and organizational leadership.
• Strong consultation and influencing skills when recommendations may challenge a preferred salary, title, classification, or organizational structure.
• Ability to explain complex decisions clearly, credibly, and consistently while maintaining stakeholder relationships.
• Strong executive presentation, facilitation, and written communication skills.

• Experience leading, coaching, and developing compensation and classification professionals.
• Ability to establish priorities, distribute complex casework, manage service expectations, and maintain quality and consistency standards.
• Experience managing multiple institution-wide initiatives and competing deadlines simultaneously.
• Demonstrated ability to lead through significant organizational, regulatory, technology, or compensation-program change.

• Experience with enterprise HRIS/HCM platforms such as Workday, PeopleSoft, Oracle, or a comparable system.
• Experience with compensation survey, market-pricing, and job-description management technologies.
• Strong data-management, reporting, workflow, and audit capabilities.
• Ability to use technology to improve classification workflows, compensation analytics, documentation, service delivery, and controls.

• Certified Compensation Professional (CCP) designation preferred.
• SHRM-SCP or SPHR certification preferred.
• Experience in higher education, the public sector, healthcare, or another large, complex organization.
• Experience working in a decentralized operating environment with varied stakeholder needs and decision authorities.
• Experience leading enterprise job architecture, classification, compensation modernization, or career-framework initiatives.

Up to $175,000 annually, commensurate with qualifications and experience.

• Experience with executive compensation and equity programs
• Strong analytical skills and ability to interpret market comparison data
• Excellent verbal and written communication skills across all types of audiences and employee groups
• Ability to thrive in a fast-paced, dynamic environment and manage competing priorities with a sense of urgency
• Ability to effectively collaborate, work in a highly matrixed environment, and influence people at all levels in the organization
• Demonstrated strategic thinking, problem-solving, and decision-making abilities
  Experience with Workday HCM

• Proven ability to create and execute multi-year plans to support total reward, HR, and business transformation
• Outstanding organizational skills and a can-do demeanor that shows persistence despite obstacles and setbacks
• Willingness and flexibility to take on special projects in support of the broader HR agenda and strategy
• Managing large-scale compensation projects such as salary reviews, incentive plan designs, and pay equity analysis
• Skills in managing the impact of compensation changes across the organization
  Ability to effectively lead change when transitioning to new models or responding to market trends
• Maintains composure and efficiency in stressful situations
  Advanced proficiency in Microsoft Office suite and office collaboration tools
  Proven ability to manage and oversee large-scale initiatives involving cross-functional teams

• Occasional travel on campus to schools/units

The University System of Georgia is comprised of our 25 institutions of higher education and learning as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found on-line at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct.

Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found on-line at https://www.usg.edu/policymanual/section6/C2653.

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. To that end, and in accordance with federal and state law, Board of Regents policy, and Institute policy, Georgia Tech provides equal opportunity to all faculty, staff, students, and all other members of the Georgia Tech community, including applicants for admission and/or employment, contractors, volunteers, and participants in institutional programs, activities, or services. Georgia Tech complies with all applicable laws and regulations governing equal opportunity in the workplace and in educational activities.

Equal opportunity and decisions based on merit are fundamental values of the University System of Georgia ("USG") and Georgia Tech. Georgia Tech prohibits discrimination, including discriminatory harassment, on the basis of an individual's race, ethnicity, ancestry, color, religion, sex (including pregnancy), national origin, age, disability, genetics, or veteran status in its programs, activities, employment, and admissions. Further, Georgia Tech prohibits citizenship status, immigration status, and national origin discrimination in hiring, firing, and recruitment, except where such restrictions are required in order to comply with law, regulation, executive order, or Attorney General directive, or where they are required by Federal, State, or local government contract.