Director of Compensation

Human Resources engages with the W&L community in a welcoming and professional manner offering people-focused consultation programming and resources to recruit welcome develop and support our faculty and staff. The Director of Compensation plays a key role in balancing data driven insight with collaborative partnership across the university.

Washington and Lee University actively promotes a dynamic and welcoming environment that allows students and employees of multiple backgrounds and perspectives to learn work and thrive together. Successful candidates will contribute to that environment and exhibit potential for excellence in their areas of expertise.

Learn more about what makes Washington and Lee University a great place to work and live at .

Essential Functions:

• Designs analyzes and maintains the Universitys compensation and classification systems in accordance with institutional goals and market objectives. Monitors the effectiveness of compensation policies and practices and recommends data-informed solutions that strengthen internal equity and external competitiveness.

• Oversees position development and maintenance within Workday ensuring accuracy consistency and compliance with FLSA and University standards. Conducts detailed job analyses to determine classifications and reclassifications and partners with managers to create review and update job descriptions that attract deep candidate pools.

• Leads the Universitys market pricing strategy through participation in national and specialized salary surveys (e.g. CUPA-HR AAUP Mercer) and applies advanced analysis to assess competitiveness and develop pay ranges. Maintains Job Family and Job Profile catalogs in accordance with market pricing structure in Workday. Recommends employee pay adjustments based on market movement budget parameters and internal equity considerations to maintain the Universitys desired market position.

• Determines appropriate salary offers and internal promotions using a data-driven approach that incorporates market analysis internal equity and candidate qualifications. Designs competitive offer packages that align with University policy and support successful recruitment and retention efforts.

• Directs the university-wide salary increase process within established budget parameters. Develops analytical frameworks to support equitable performance and market-based salary adjustments to effectively recognize employee contributions. Consults with managers and leadership on distribution objectives and process support. Ensures accuracy through validation testing and process optimization in Workday and the distribution of annual increase decisions.

• Collaborates directly with managers and employees on compensation-related employee relations matters reviewing and responding to questions and providing guidance on pay decisions job classifications market data interpretation and the equitable application of compensation policies.

• Serves as the subject matter expert for compensation data and reporting structures in Workday. Configures and maintains templates workflows and generates employment documents ensuring data integrity and system accuracy. Develops automated processes and reporting tools to streamline compensation administration and enhance transparency.

• Oversees position management data within Workday tracks changes and develops detailed reports to ensure position budget accuracy and reporting. Partners with Finance and HR leadership to align position budgets with institutional priorities.

• Conducts statistical analyses of staff compensation staffing levels and position budgets to identify trends forecast needs and support data-driven decision-making. Develops and maintains longitudinal data and dashboards to monitor equity competitiveness and budget.

• Oversees the organizational hierarchy in Workday consulting with department heads and academic leaders on structure staffing and reorganization strategies to ensure alignment and accuracy. Provides consultation regarding the universitys organizational development structure position development and compensation structure/philosophy for leadership managers and employees.

• Additional related duties as assigned.

Minimum Qualifications:

• Bachelors degree in human resources business finance data analytics or a related field; advanced degree or professional certification (e.g. CCP SHRM-SCP) preferred or a combination of education and experience providing a similar skillset. Must be willing to obtain CCP certification.

• Advanced proficiency in enterprise systems (Workday preferred) Excel and reporting tools with the ability to configure maintain and optimize system-driven processes.

• Exceptional communication consultation and relationship-building skills with a strong commitment to confidentiality.

Application Instructions

Review of applications will begin immediately and continue until the position is filled. Required materials include:

• Cover letter

• Resume

• Names and contact information for three professional references

Application instructions for internal and external candidates can be found at Safety and Welfare Responsibilities:

• This position is designated as a Campus Security Authority (CSA) in accordance with the Clery Act. This position is required to report Clery qualifying crimes to the Department of Public Safety and complete annual training about your reporting responsibilities under the law.

Position Type: