EXECUTIVE DIRECTOR, COMPENSATION

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EXECUTIVE DIRECTOR, COMPENSATION

UC OFFICE OF THE PRESIDENT

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Department Overview

Systemwide Total Rewards creates and delivers principled total rewards programs that support the recruitment and retention of world-class faculty and staff, and involved retirees, in furtherance of UC's mission, values and vision.

Position Summary

Systemwide Compensation Programs & Strategy oversees compensation policy and program design, tools, systems, and a strategic compensation framework providing direction, guidance and governance oversight for HR Leadership and their teams across all UC locations.

This position reports to the AVP for Total Rewards and is responsible for overseeing and directing the systemwide compensation function through stewardship, development, design, communication, and implementation of compensation strategies, policies and programs for approximately 200 Senior Management Group members and 140,000 staff (policy-covered and union-represented) employees across the UC system.

The incumbent provides advice and guidance to Senior Leadership at ten campuses, six health enterprises, Agriculture & Natural Resources, Lawrence Berkeley National Laboratory, and Office of the President.

The incumbent provides leadership, development, oversight, and management of the systemwide compensation strategy. These efforts include activities such as reviewing and approving recommendations for compensation programs as well as directing the development, modification and execution of compensation policies impacting immediate and long term systemwide operations.

This leadership role offers the opportunity to make a significant impact on implementing enhancements and improvements to execution of the compensation philosophy and strategic framework through continuous evaluation and improvement of systems, processes, and operations to strengthen the University's position in higher education.

Key Responsibilities

25% STRATEGY : Makes long term decisions impacting systemwide compensation strategy, philosophy, and execution of programs and policies.

Oversees systemwide compensation policy development for highly complex compensation issues and processes through subordinate managers.

Includes development and recommendation of changes to existing compensation policies and programs through subordinate managers and professionals.

Guides managerial staff in their assessment of competitive market trends for all levels of university employees focusing on market principles and internal turnover data to develop compensation programs that meet business needs.

25% MANAGEMENT : Oversees director-level management team to guide recruitment, selection, and evaluation of staff. Provides leadership and oversight and mentorship across the unit.

Sets overarching, multi-year unit and individual priorities and objectives. Develops succession plans and cross-training for staff across multiple areas of expertise.

Identify training and development opportunities to improve the effectiveness and growth of the unit and individual employees.

Directs and controls execution of compensation programs and strategy through subordinate managers and high level staff. Establishes compensation objectives on a systemwide basis.

Directs systemwide departmental resources with a significant impact on the organization. Makes recommendations and implements decisions on departmental issues (operations, budget / finances, staffing needs, employee relations, and space planning) that have significant impact.

25% COMPENSATION PROGRAMS : Works closely with the AVP for Total Rewards, as a principal interface to the President, Chancellors, and Senior Leadership across the University, in response to their specific or general questions related to compensation.

Also partners with the AVP for Total Rewards and key members of Office of the President leadership for data analysis, governance, oversight, and preparation of materials for the President and Board of Regents.

Regularly interacts with senior leadership across the systems on matters of compensation for UC's various employee populations.

Presents requests from system locations and recommends options to the President and Board of Regents in regard to appointment, compensation, and other actions for Senior Management Group positions and other executive and highly-paid positions across the system.

Utilizes 3rd-party consulting firms on complex, high-profile systemwide compensation projects.

25% LEADERSHIP : Functions as part of the leadership team reporting to the AVP for Total Rewards. Works with other members of the Total Rewards team and other units as part of the Systemwide HR team to provide coordinated policies and programs across UC's workforce, providing direct leadership in integrating UC's overall HR philosophy.

Works with outside consultants in the conduct of research for complex market segments. Making written and oral presentations to the Regents, President, Chancellors and other senior leadership.

Experience

Required Qualifications

Over 10 years of experience in Compensation roles.

Comprehensive and in-depth knowledge of all compensation programs and initiatives including base pay, incentive / bonus, equity programs and executive compensation.

Ability to comprehend political implications of compensation decisions and an understanding of current business trends.

Ability to work in a highly collaborative manner at all levels across the university involving sensitive matters that may affect the University's reputation.

Strong analytical and organizational skills

Dynamic, articulate leader with proven ability to communicate clearly in both verbal and written form

Demonstrable interpersonal and problem-solving skills with a proven track record of developing and maintaining effective working relationships with a wide range of employee constituents.

Demonstrated commitment to customer service, and to valuing diversity.

Education

Bachelor's degree in related area and / or significant experience / training . Must have 10 plus years of compensation experience including executive compensation with at least 5 years of experience managing employees.

Preferred Qualifications

Advanced knowledge of university policies, procedures, initiatives and fiscal / budget processes in addition to a thorough knowledge of human resources practices and procedures.

Higher education and / or public sector experience in a unionized environment.

Advanced degree preferred

Licenses and Certifications

Preferred Qualifications

Certified Compensation Professional

Job Title : Compensation Manager 4

Job Code : 000397

Salary Grade : Grade 30

Payscale : $290,000 - $335,000

Full Salary Range : $186,300 - $382,500

The University of California, Office of the President, is required to provide a reasonable estimate of the compensation range for this role.

This range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs.

It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience.

The full salary range shows the growth potential for this position and the pay scale is the budgeted salary or hourly range that the University reasonably expects to pay for this position.

Benefits : For information on the comprehensive benefits package offered by the University visit : Benefits of Belonging

ADDITIONAL INFORMATION

HOW TO APPLY

Please be prepared to attach a cover letter and resume with your application.

APPLICATION REVIEW DATE

The first review date for this job is October 7, 2024. The position will be open until filled.

CONDITIONS OF EMPLOYMENT

Background Check Process : Successful completion of a background check is required for this critical position. Background check process at UCOP

Smoke Free Work Environment : The University of California, Office of the President, is smoke & tobacco-free as of January 1, 2014.

UC Smoke & Tobacco Free Policy

As a condition of employment, you will be required to comply with the University of California Policy on Vaccination Programs, as may be amended or revised from time to time.

Federal, state, or local public health directives may impose additional requirements.

EEO STATEMENT

The University of California, Office of the President, is an Equal Opportunity / Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status.

For the University of California's Affirmative Action Policy please visit : https : / / policy.ucop.edu / doc / 4010393 / PPSM-20.

For the University of California's Anti-Discrimination Policy, please visit : https : / / policy.ucop.edu / doc / 1001004 / Anti-Discrimination.

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