What You'll Do
The Compensation Program Manager provides strategic compensation advice, program leadership, and subject matter expertise for an assigned portfolio. The Program Manager evaluates positions and recommends placement within the University's pay structure, advises Human Resources Business Partners on compensation decisions and policy matters, and continually evaluates compensation programs and processes to respond to the University's evolving needs.
The Program Manager serves as a lead and subject matter expert for assigned University compensation and rewards programs, contributes to annual compensation strategy and work prioritization, supports annual budget planning, and provides compensation expertise on HR and cross-functional initiatives.
Responsibilities include
Leads the administration of assigned compensation programs, including the annual merit process, strategic project bonus programs, and recognition programs. Gathers and analyzes information, responds to questions related to program frameworks and eligibility, and prepares related metrics and reports.
Evaluates positions and develops compensation recommendations by analyzing job documentation, compensation surveys, external market benchmarks, and internal comparative data.
Consults with Human Resources Business Partners on compensation matters including promotional increases, job offers, pay adjustments, supplemental bonuses, and other compensation policy matters, providing timely, well-researched guidance.
Leads complex, large-scale compensation projects, developing project plans, coordinating resources, and ensuring milestones are achieved. Participates on cross-functional project teams as a compensation subject matter expert, helping drive change and process improvement initiatives.
Provides compensation consultation on portfolio reorganizations, partnering with Human Resources Business Partners to evaluate organizational and compensation considerations.
Mentors junior Compensation team members, sharing subject matter expertise and serving as a resource on complex compensation matters.
Maintains knowledge of applicable federal and state wage and hour requirements, evaluates classification considerations, appropriately documents approved outcomes, and finalizes job descriptions.
Completes assigned compensation surveys, ensuring accurate benchmark pay data is submitted within established deadlines.
Evaluates compensation programs, processes, and practices for accuracy and effectiveness, identifies trends and procedural issues, and develops potential solutions to system and business needs.
Provides compensation subject matter expertise for systems and process initiatives, identifying opportunities to improve and optimize compensation processes and contributing to the design, implementation, and enhancement of HR and compensation technology.
What We're Looking For
Basic Requirements
Knowledge and experience typically acquired by:
Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.
7 or more years of compensation experience, including significant experience with base pay and annual compensation programs such as merit planning.
Demonstrated experience with job evaluation, market pricing and benchmarking, compensation surveys, internal equity analysis, variable pay, and employee recognition and reward programs.
Demonstrated experience using compensation market-pricing, benchmarking, and salary survey tools to evaluate market competitiveness and develop compensation recommendations.
Strong analytical and quantitative skills, advanced Microsoft Excel skills, and proficiency with HRIS and compensation applications.
Demonstrated project and program management skills, including the ability to lead complex initiatives and influence decisions across multiple stakeholder groups.
Excellent consultative communication skills and demonstrated ability to exercise sound judgment and provide credible, tactful guidance in complex and sensitive situations.
Preferred Qualifications
Experience working in higher education or another large, complex, decentralized organization.
Experience supporting the implementation, enhancement, or optimization of HRIS/ERP technology, such as Workday, Oracle, or comparable enterprise platforms.
Certified Compensation Professional (CCP) designation or progress toward certification.
Work Arrangement
This position offers a highly flexible hybrid work arrangement, with much of the work done off-site and occasional on-campus attendance based on business needs. Candidates should live within reasonable commuting distance of Tufts University's Massachusetts campuses and be able to attend meetings, workshops, HR events, and other planned or time-sensitive on-campus activities as needed.
Pay Range
Minimum $98,400.00, Midpoint $123,000.00, Maximum $147,600.00
Salary is based on related experience, expertise, and internal equity; generally, new hires can expect pay between the minimum and midpoint of the range.
The Compensation Program Manager provides strategic compensation advice, program leadership, and subject matter expertise for an assigned portfolio. The Program Manager evaluates positions and recommends placement within the University's pay structure, advises Human Resources Business Partners on compensation decisions and policy matters, and continually evaluates compensation programs and processes to respond to the University's evolving needs.
The Program Manager serves as a lead and subject matter expert for assigned University compensation and rewards programs, contributes to annual compensation strategy and work prioritization, supports annual budget planning, and provides compensation expertise on HR and cross-functional initiatives.
Responsibilities include
Leads the administration of assigned compensation programs, including the annual merit process, strategic project bonus programs, and recognition programs. Gathers and analyzes information, responds to questions related to program frameworks and eligibility, and prepares related metrics and reports.
Evaluates positions and develops compensation recommendations by analyzing job documentation, compensation surveys, external market benchmarks, and internal comparative data.
Consults with Human Resources Business Partners on compensation matters including promotional increases, job offers, pay adjustments, supplemental bonuses, and other compensation policy matters, providing timely, well-researched guidance.
Leads complex, large-scale compensation projects, developing project plans, coordinating resources, and ensuring milestones are achieved. Participates on cross-functional project teams as a compensation subject matter expert, helping drive change and process improvement initiatives.
Provides compensation consultation on portfolio reorganizations, partnering with Human Resources Business Partners to evaluate organizational and compensation considerations.
Mentors junior Compensation team members, sharing subject matter expertise and serving as a resource on complex compensation matters.
Maintains knowledge of applicable federal and state wage and hour requirements, evaluates classification considerations, appropriately documents approved outcomes, and finalizes job descriptions.
Completes assigned compensation surveys, ensuring accurate benchmark pay data is submitted within established deadlines.
Evaluates compensation programs, processes, and practices for accuracy and effectiveness, identifies trends and procedural issues, and develops potential solutions to system and business needs.
Provides compensation subject matter expertise for systems and process initiatives, identifying opportunities to improve and optimize compensation processes and contributing to the design, implementation, and enhancement of HR and compensation technology.
Basic Requirements
Knowledge and experience typically acquired by:
Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.
7 or more years of compensation experience, including significant experience with base pay and annual compensation programs such as merit planning.
Demonstrated experience with job evaluation, market pricing and benchmarking, compensation surveys, internal equity analysis, variable pay, and employee recognition and reward programs.
Demonstrated experience using compensation market-pricing, benchmarking, and salary survey tools to evaluate market competitiveness and develop compensation recommendations.
Strong analytical and quantitative skills, advanced Microsoft Excel skills, and proficiency with HRIS and compensation applications.
Demonstrated project and program management skills, including the ability to lead complex initiatives and influence decisions across multiple stakeholder groups.
Excellent consultative communication skills and demonstrated ability to exercise sound judgment and provide credible, tactful guidance in complex and sensitive situations.
Preferred Qualifications
Experience working in higher education or another large, complex, decentralized organization.
Experience supporting the implementation, enhancement, or optimization of HRIS/ERP technology, such as Workday, Oracle, or comparable enterprise platforms.
Certified Compensation Professional (CCP) designation or progress toward certification.
Work Arrangement
This position offers a highly flexible hybrid work arrangement, with much of the work done off-site and occasional on-campus attendance based on business needs. Candidates should live within reasonable commuting distance of Tufts University's Massachusetts campuses and be able to attend meetings, workshops, HR events, and other planned or time-sensitive on-campus activities as needed.
