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Posted: August 30, 2021

Manager, Compensation

MIT
Cambridge, MA
Phone: 617-253-8979

Position Title: Manager, Compensation

Position Overview: This position is responsible for managing the compensation function. Leads and/or oversees the administration of complex compensation projects and activities. Maintains a portfolio of clients. Provides broad oversight to staff.

Principal Duties and Responsibilities (Essential Functions*):

  • Manages the compensation staff, consisting of 4 Compensation Specialists. Responsible for conducting performance evaluations, providing development opportunities, coaching and/or mentoring staff.

  • Manages a portfolio of clients. Provides compensation consultation to clients. Provides analytical expertise, guidance, and interpretation of various compensation guidelines. Collaborates with HROs and DLC HR in the development and/or evaluation of job descriptions, pay decision recommendations, and/or market analysis process.

  • Conducts and/or ensures market/equity analyses are occurring. Keeps Director aware of analyses taking place.

  • Works closely with other members of Human Resources (i.e, Staffing Services, Employee Relations, HRIS, etc.) on various human resources guidelines, projects, and reports that relate to compensation.

  • Participates in and/or leads projects as assigned. Attends Assistant Dean’s meeting(s) as needed to discuss/build consensus on matters relating to compensation.

  • Assists in and/or leads in the development of materials for Salary Subcommittee materials and/or other materials used by Senior Leaders. Participates in meetings with Director, VPHR, and Senior Leaders when appropriate.

  • In collaboration with Director, evaluates where cross-training should occur so major deliverables have back-ups. Ensures cross-training takes place.

  • In collaboration with compensation staff, annually evaluates surveys used for market pricing of jobs and revises participation as needs evolve. Explores MarketPay functionality with staff to ensure optimal usage.

  • On an annual basis, meets with HR leads from Schools/Area to assess compensation needs. Makes recommendations to Director on analyses, reports, training and/or other tools that could benefit MIT community. Plays lead role in implementing recommendations.

  • Serves as back up to Director in Director’s absence.

  • Keeps abreast of federal and state/local legislation (i.e., Massachusetts Equal Pay Act and Fair Labor Standards Act) and develops and implement processes to ensure compliance. Keeps staff informed of changes in law(s).. Assists in creating solutions for addressing compliance-related issues. Develops and provided trainings on compensation laws as needed. Partners with Office of General Counsel as warranted.

  • Performs other duties as needed.

  • Supervision Received: Minimal supervision received from Director of Compensation

    Supervision Exercised: Manages Compensation staff. Responsible for conducting performance evaluations, providing training and/or development opportunities, coaching and mentoring staff. Partners with staff to resolve complex issues. Provides significant input into the hiring and/or terminating of staff.

    Minimum Qualifications:

    Required Minimum Qualifications (Education, Experience and Skills):

  • Bachelor's degree.

  • Minimum of 7 years of experience in compensation, including knowledge of applicable regulations.

  • Strong interpersonal and presentation skills.

  • Highly detail oriented with emphasis on accuracy, coupled with the ability to see the broader picture.

  • Excellent problem solving and analytical skills.

  • Strong experience with Excel, Word, and PowerPoint.

  • Preferred Qualifications (Education, Experience and Skills):

  • Compensation certification

  • Experience managing staff

  • Experience using MarketPay or similar software

  • *To comply with regulations by the American with Disabilities Act (ADA), the principal duties in job descriptions must be essential to the job. To identify essential functions, focus on the purpose and the result of the duties rather than the manner in which they are performed. The following definition applies: a job function is essential if removal of that function would fundamentally change the job.

    To apply, please visit the following link: posting on the MIT Career site

    Julienne Dean
    Assistant Director of Staffing Services
    MIT


    Cambridge, MA 02319
    juliek@mit.edu
    Phone: 617-253-8979
    http://hr.mit.edu/careers