Director, Compensation

Are you looking for a new opportunity where you can make the difference in the lives of students and faculty? We’re always looking for highly talented individuals to join our team – people who think big, care deeply, and believe in being the difference in their work and community.

We prioritize student success, access to education, and service in our work to educate well-rounded servant leaders who transform their fields, our society and the world. Our Catholic, Jesuit approach emphasizes student engagement with the world around them and formation of the heart and mind.

We believe in our mission: The search for truth, the discovery and sharing of knowledge, the fostering of personal and professional excellence, the promotion of a life of faith, and the development of leadership expressed in service to others. These core values guide our relationships with our students, each other, and our community.

Marquette University offers a rich and competitive Total Rewards package including medical, dental, vision, 403(b) with up to 8% university match, generous time off package, and tuition benefits for employees, spouses, and dependents with no payback requirement! For more information, please view the Total Rewards Guide.

This is your next opportunity to join an organization that invests in their employees’ career journey by diversifying their skills, deepening their expert knowledge, encouraging a healthy work-life balance, focusing on personal wellbeing, providing leadership training, and sustaining a culture of respect and inclusion.

The Director, Compensation leads in the development, maintenance and administration of all components of the university staff compensation program. This position oversees key processes including job evaluations, market surveys and pricing, development of salary structures, governance, and compliance with applicable regulations/laws. The scope of this role includes maintaining staff compensation data and managing compensation systems and vendors. The Director, Compensation provides counsel on best pay practices and develops compensation policies and practices that support Marquette’s strategy and staff compensation philosophy. This role also leads or participates as a stakeholder on various HR-related projects.

1. Lead in the development, maintenance and administration of university staff compensation policies and procedures. Develop and recommend compensation and policy changes in alignment to Marquette’s strategic objectives and informed by industry and higher education best practices. Ensure compliance, internal equity, and external competitiveness. Communicate compensation policies, guidelines and best practices with leaders and employees. Develop and conduct training.

2. Lead in the development and administration of the job evaluation process. Conduct compensation review using reliable market data to place jobs in appropriate pay grades and job families. Recommend and approve position titles ensuring university titling parameters, organizational hierarchy and structure guidelines. Ensure jobs are properly classified according to the Fair Labor Standards Act (FLSA).

3. Collaborate with HRBPs on department reorganization and provide counsel to HRBPs, hiring managers and supervisors on best pay practices and university policies involving effective pay decisions on new hires, transfers, promotions, and market/equity adjustments. Ensure pay decisions comply with compensation policies and support employee engagement. Provide guidance to supervisors, employees, payroll, and HR on time keeping and pay administration issues.

4. Lead or participate as a stakeholder on HR related projects. Manage vendor relationships with professional compensation organizations and compensation system provider. Collaborate with the time keeping system team which includes problem solving, functional testing, and audits.

5. Serve as the data steward for compensation related data, documents and auditing. Compile data for executive compensation. Lead market salary studies. Analyze compensation data related to pay equity, market competitiveness, and financial impact.

6. Serve on the university staff hiring committee; prioritize on-going position requests; provide support to hiring managers and HRBPs in posting positions and creating job templates.

7. Provide guidance in time-off administration and accruals. Approve and process staff salary transactions.

8. Maintain knowledge of compensation best practices, and applicable regulations. Recommend changes to existing policies. Attend training/webinars and connect with professional publications and organizations.

It is the policy of Marquette University to provide equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or any other applicable federal or state-protected classification.