Director, Compensation

Job Description: The Director of Compensation provides university-wide strategic leadership and oversight of Brown University’s non-union staff compensation programs. As a visionary leader and member of the University Human Resources leadership team, the Director is responsible for the design, implementation and execution of competitive compensation initiatives that attract, motivate, and retain a talented workforce. Reporting to the Vice President for Human Resources, the Director serves as a high-level consultant to University leaders and governing bodies. The role focuses on data-driven insights and emerging technologies to ensure rigorous pay equity, internal transparency, and a competitive market position that supports the University’s mission and high-performing culture. Major Responsibilities - Strategic Leadership and Design of Compensation Programs Direct the design, development, implementation, administration and communication of compensation strategies and programs Lead the evolution of Brown’s compensation philosophy and framework to drive employee engagement and performance Direct the execution of the annual performance increase cycle and other compensation programs Proactively leverage market intelligence and industry trends to develop and enhance the University’s ability to attract, retain, and reward top talent Collaborate with the Director of Benefits to ensure a holistic Total Rewards approach that enhances the University’s value proposition - Executive Advisory & Partnership Prepare and present data-driven narratives and materials for the Executive Compensation Committee and other governing bodies regarding institutional compensation health Serve as the primary subject matter expert and trusted advisor to the Vice President for Human Resources, University executives, Human Resources Business Partners, senior leaders, and key stakeholders on complex workforce planning and the application of solution-oriented compensation best practices Provide strategic consultation on high-impact reorganizations and senior-level classifications, partnering with unit leaders to ensure organizational designs are sustainable, equitable, and optimized for performance - Operational Excellence and Change Management Lead the strategic roadmap for compensation technology, ensuring data integrity, seamless data flow and utilization of visualization tools to communicate pay narratives to University stakeholders Partner with Human Resources Business Partners, Finance, HRIS, and business owners to enhance and implement processes, systems and tools to improve compensation administration, communication, and analysis Design and lead the integration of Artificial Intelligence and data modeling into the compensation ecosystem to enhance analytics, automate high-volume benchmarking, and deliver real-time insights that inform proactive talent retention and working planning strategies Proactively identify knowledge gaps and areas of opportunity across the University to design and facilitate targeted training programs and resources; foster a culture of transparency, education and compensation acumen Lead change management efforts related to new compensation initiatives to ensure transparency across the University - Compensation Compliance and Pay Equity Ensure rigorous compliance with federal and state regulations, including the Fair Labor Standards Act (FLSA) and the Rhode Island Pay Equity Act Lead the implementation of staff pay equity studies Serve as the final escalation point for complex job classification reviews and organizational design challenges - Team Development Foster and promote a supportive, collaborative, and growth-oriented culture within the Compensation team; inspire, mentor, develop and lead a high-performing team Ensure the team operates with a solutions-focused compensation mindset to proactively address the compensation and organizational needs of unit leaders and their teams, while also ensuring internal equity and market competitiveness to attract, retain and motivate talent at Brown - Other Special Projects Other duties and/or special projects assigned by the Vice President for Human Resources Job Qualifications Bachelor's degree from an accredited university and 10+ years of experience in compensation and organizational design required or an equivalent combination of education and experience; and a minimum of 3 years’ experience successfully leading a compensation team. Experience in higher education is preferred. Must possess a strategic, solutions-oriented and continuous improvement mindset. Expert knowledge of compensation and total rewards strategy, job classification, FLSA, compensation theory, practices, and the ability to translate to a variety of audiences. Expertise developing strategic solutions to a broad range of classification, compensation and organizational challenges. Experience with design, implementation, and maintenance of compensation software systems, including leveraging technology to streamline and/or enhance compensation processes. Strong human resources, project management, problem-solving and analytical skills. Ability to effectively manage large scale, complex projects in a fast-paced environment. Exceptional communication and interpersonal skills and the ability to work across a complex organization with various levels of staff, faculty, students and outside constituents. Ability to engage and influence senior leadership. Ability to synthesize complex data and present it in a clear and actionable manner. Strong coaching and team building skills to successfully lead a team. CCP (Certified Compensation Professional) or PHR/SPHR (preferred). Strong proficiency and knowledge of Excel, Workday, Payscale, PowerPoint and Data Visualization tools (preferred). All offers of employment are contingent upon successful completion of a background check. Benefits of Working at Brown: Please review additional information on the Benefits of Working at Brown . Recruiting Start Date: 2026-05-26 Job Posting Title: Director, Compensation Department: University Human Resources Grade: Grade 13 Worker Type: Employee Worker Sub-Type : Regular Time Type: Full time Scheduled Weekly Hours: 37.5 Position Work Location: Hybrid Submission Guidelines: Please note that in order to be considered an applicant for any staff position at Brown University you must submit an application form for each position for which you believe you are qualified. Applications are not kept on file for future positions. Please include a cover letter and resume with each position application. This position is not eligible for visa sponsorship. Brown University is a registered employer in the following states: Rhode Island, California, Colorado, Connecticut, Florida, Maryland, Massachusetts, New York, New Hampshire, New Jersey, North Carolina, Washington, D.C. All remote work must be performed in a state in which Brown is registered to do business. Still Have Questions? If you have any questions you may contact [email protected] . Brown is an E-Verify Employer. EEO Statement: Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based upon a person’s race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law, in the administration of its policies, programs, and activities. The University recognizes and rewards individuals on the basis of qualifications and performance. The University maintains certain affirmative action programs in compliance with applicable law.