Director, University Compensation

As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive.

Job Location (Full Address):

60 Corporate Woods, Brighton, New York, United States of America, 14623

Opening:

Worker Subtype:

Regular

Time Type:

Full time

Scheduled Weekly Hours:

40

Department:

100999 Total Rewards-Compensation

Work Shift:

UR - Day (United States of America)

Range:

UR URG 118

Compensation Range:

$141,000.00 - $211,600.00

The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job's compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.

Responsibilities:

Directs the development, implementation, and administration of staff compensation programs for the University of Rochester Medicine, aligning workforce and business priorities with the organization’s compensation philosophy, policies, and governance. Advises URochester Medicine leadership, providing strategic guidance and solutions that support recruitment, retention, market competitiveness, internal equity, and financial sustainability. Leads the compensation team supporting URochester Medicine and is accountable for service delivery, program effectiveness, and compliance with applicable compensation requirements. Partners with HR leadership to shape University-wide compensation initiatives and translate institutional strategy into effective programs and practices.

Essential Functions:

• •Directs compensation planning and program delivery for URochester Medicine. Establishes priorities and operating plans that address clinical, research, administrative, and operational workforce needs within the University’s compensation framework. Partners with URochester Medicine executives, Human Resources leadership, and Finance to assess workforce challenges and develop targeted compensation strategies. Evaluates competing priorities, financial implications, and organizational impacts; recommends solutions and obtains approvals through established governance. Contributes perspectives to University-wide compensation strategy and policy development.
• •Directs the consistent application of job architecture, classification standards, compensation policies, and applicable federal and state requirements across URocchester Medicine. Oversees review of complex classification and pay-practice matters, including Fair Labor Standards Act exemption determinations, in partnership with appropriate University resources. Identifies systemic risks, directs audits and corrective actions, and recommends policy or process improvements. Partners with HR Business Partners, Labor Relations, the Office of Counsel, and other stakeholders, as appropriate, to resolve complex issues and support organizational changes.
• •Leads and develops the compensation team supporting URochester Medicine, including subordinate leaders and professional staff, as assigned. Establishes service expectations, allocates resources, and holds the team accountable for accurate, timely, and consistent compensation support. Oversees complex job evaluations, market pricing, pay recommendations, and escalated compensation matters. Exercises decision-making authority within approved policies and delegated limits; elevates matters with significant financial, policy, or enterprise-wide implications to the Sr. Director of Compensation. Builds team capabilities through coaching, performance management, and succession planning.
• •Directs URochester Medicine market assessment and compensation analysis. Establishes priorities for reviewing competitive pay positioning, internal equity, salary compression, and emerging workforce pressures. Oversees the selection and application of appropriate healthcare, academic medicine, and other relevant labor-market data, consistent with the University’s market alignment strategy. Develops recommendations for targeted market adjustments, salary structure changes, and special pay programs. Partners with Finance to model costs, assess implementation options, and evaluate the effectiveness and sustainability of compensation investments.
• •Establishes performance measures and reporting to evaluate compensation service delivery, market positioning, program outcomes, and adherence to approved practices. Partners with HR systems, Workday, reporting, and process owners to strengthen data quality, controls, workflows, and operational efficiency. Leads Medical Center implementation of compensation-related projects and organizational changes. Develops communications, tools, and training that enable leaders and HR partners to understand and consistently apply compensation programs.
• •Directs compensation-related compliance for URochester Medicine, ensuring programs, policies, and pay practices align with applicable federal and state laws, regulatory requirements, and University policies. Monitors legislative and regulatory changes, assesses operational and financial impacts, and leads implementation of necessary updates in partnership with the Office of Counsel, Human Resources, and Finance. Oversees compensation audits, identifies potential risks, and directs corrective actions to promote consistent and compliant practices.
• •Oversees URochester Medicine’s participation in annual market, merit, and other approved compensation programs. Directs the compensation component of URochester Medicine’s quarterly review process, ensuring requests are supported by consistent analysis, appropriate documentation, financial review, and required approvals. Presents recommendations to leadership and applicable review committees, clearly communicating rationale, alternatives, costs, and organizational implications. Partners with HR Operations, Finance, and operational leaders to implement approved actions and communicate decisions.
• •Other duties as assigned.

Minimum Education & Experience:

• •Bachelor's degree and 7 years of progressive related experience required or equivalent combination of education and experience
• •Master's degree preferred.
• •3 years of supervisory experience required.
• •Experience leading compensation programs and advising senior leaders in a large, complex organization preferred.

Knowledge, Skills & Abilities:

• •Advanced knowledge of compensation strategy, job evaluation, market pricing, salary structures, pay administration, and compensation program design required.
• •Knowledge of the principles of organization design and management required.
• •Knowledge of laws, issues, trends, and best practices impacting compensation program administration and policy required.
• •Knowledge of research principles and methods and data analysis techniques required.
• •Ability to translate institutional compensation strategy into operating plans and solutions required.
• •Ability to communicate effectively, both orally and in writing required.
• •Ability to use a personal computer and related hardware and software for communication, information, data and record management, and reporting required.
• •Ability to plan, direct and review the work of others and evaluate performance required.
• •Ability to analyze and interpret statistical data required.
• •Ability to analyze, interpret and apply HR laws, policies, and standards required.
• •Ability to conduct research, analyze information and data, and present findings and recommendations in a concise format required.
• •Ability to establish and maintain effective communications and working relationships with people across the organization required.
• •Ability to b