Director, Compensation

If you’re passionate about building a better future for individuals, communities, and our country—and you’re committed to working hard to play your part in building that future—consider WGU as the next step in your career.

Driven by a mission to expand access to higher education through online, competency-based degree programs, WGU is also committed to being a great place to work for a diverse workforce of student-focused professionals. The university has pioneered a new way to learn in the 21st century, one that has received praise from academic, industry, government, and media leaders. Whatever your role, working for WGU gives you a part to play in helping students graduate, creating a better tomorrow for themselves and their families.

The salary range for this position takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs.

At WGU, it is not typical for an individual to be hired at or near the top of the range for their position, and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is:
 

Grade: Management_Executive 612

Pay Range: $157,200.00 - $282,900.00

Job Description

Location

The work location is WGU's beautiful Salt Lake City headquarters office

There is not a remote/home-office option for this position.

Primary Responsibilities

•    Develops and articulates the strategic vision for comprehensive global compensation programs.
•    Oversees the development and implementation of compensation philosophy, policies, and procedures. 
•    Provides business case for all compensation programs and directs, designs, and plans compensation objectives and initiatives.
•    Plans and administers long and short-term strategies that drive company performance and comply with laws and regulations.
•    Builds consensus for programs and goals that support the business and position it for the future.
•    Leads executive compensation market analysis and program design.
•    Partners with senior leaders in the development and design of a strategic roadmap for compensation programs, designing market competitive programs that meet the needs of the company and scalable to growth.
•    Monitors performance against plans and acts as necessary to ensure achievement.
•    Collects, analyzes, and summarizes compensation information to satisfy statutory, regulatory, and organizational requirements.
•    Champions robust and timely data collection and analysis that supports market, pay equity, and other compensation practices.
•    Continually reviews the university’s comparative position relative to the market and determines and implements appropriate actions and initiatives.
•    Analyzes best practice and benchmark data both internally and externally to ensure the university’s compensation programs are aligned with market and internally equitable.
•    Provides subject-matter and technical expertise and proactive guidance to monitor and maintain competitive positioning, and to advance and scale compensation programs.
•    Partners with external consultants and professional industry organizations to understand best practices, compliance, program administration and design options, and program resources.
•    Oversees messaging to employees to promote clarity and reinforce the value of compensation programs.
•    Provides budget oversight and cost management.
•    Manages and oversees end-to-end operation processes, leveraging HCM, and ensuring implementation of ongoing process improvements.
•    Leads executive compensation market analysis and program design.
•    Develops and leads a team of highly qualified and high-performing compensation professionals.
•    Leads, plans, organizes, coordinates, and prioritizes simultaneous operational and strategic activities related to People & Talent strategic plans, projects, and operations.
•    Establishes, leads, and advocates for the full gamut of processes central to P&T operational practices, anticipating unintended consequences and broader impacts of proposed changes.
•    Performs root cause analysis associated with compensation service delivery issues.  Identifies and leads process or system improvements as needed.
•    Identifies emerging market trends to strategically deliver on opportunities and gaps.
•    Maintains confidentiality, neutrality, and calm in addressing sensitive situations.
•    Performs other job-related duties as assigned.
 

Knowledge, Skills, and Abilities

•    Kn