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Job Description Summary
The Executive Director of Compensation and Benefits leads the evaluation, development, communication, implementation, and maintenance of a comprehensive and competitive total rewards strategy for faculty, staff, and retirees. This role is also responsible for ensuring compensation and benefits programs align with organizational goals while providing strategic guidance, fostering collaboration, and maintaining key campus relationships, including, but not limited to, Executive Leadership, Institutional Talent Partners, Senior Budget Administrators, Fringe Benefits Advisory Committee, and Retirement Plan Committee. This position reports to the VP/CHRO and directly supervises the Director of Compensation and the Director of Benefits.Job Description
*This position is not eligible for sponsorship of non-immigrant or immigrant visa status through Wake Forest University. All eligible applicants are encouraged to apply.
Essential Functions:
Compensation
In partnership with VP/CHRO, plans and leads the annual Executive Compensation process.
Accountable for the implementation of a market pay structure.
Collaborates with the budget office and assists leaders in addressing compensation challenges.
Responsible for clear, accurate, and updated compensation policies/procedures.
Benefits
Lead the annual benefits evaluation process in partnership with the Fringe Benefits Advisory Committee, Human Resources, and Benefits Consultant, including but not limited to leading discussions on benefit plan recommendations, developing presentations, and presenting information to the Committee and other Executive Leadership.
Evaluate and make recommendations on the effectiveness, cost, trends, and competitiveness for the University’s benefit programs while balancing the needs of our campus community and the overall fringe budget.
Lead the University’s retirement plan program in partnership with the Retirement Plan Committee, Human Resources, and the Retirement Plan Consultant, including but not limited to leading discussions on retirement plan recommendations, developing presentations, and presenting information to the Committee and other Executive Leadership.
Evaluate and make recommendations on the effectiveness, cost, trends, and competitiveness of the University’s 403(b) Retirement Plan and 457(b) Deferred Compensation Plan.
Responsible for the overall Fringe Budget.
Compensation, Benefits, and Absence
Ensure compliance with all governmental regulations and University policies related to compensation, benefits, retirement plan, and leave programs by researching, monitoring, and tracking new and existing laws and regulations. Recommend, communicate, and implement required changes.
Implement, lead, and maintain an out-of-state compliance program for the University regarding compensation, benefits, and leave program requirements.
Responsible for evaluating and maintaining relationships with third-party administrators, consultants, and other institutional relationships for compensation and benefits.
Accountable for the execution of new and existing compensation, health and welfare, retirement plan, and any other benefits-related contracts, agreements, policies, amendments, revisions, and required forms/filings. This includes, but is not limited to, reviewing the terms, conditions, fees, guarantees, and other contractual arrangements for accuracy, developing summaries for Executive Leadership, and obtaining the required approvals and signatures.
Resolve and communicate final compensation and benefits determination(s) on disputes, challenges, inquiries, and/or exception requests from internal colleagues and/or third-party administrators.
Oversee the development, evaluation, revision, and communication of new and/or current policies, programs, and procedures for compensation and benefits.
Research and maintain best practices in compliance and administration of compensation and benefits programs.
Within our Workday ERP environment, in collaboration with Directors of Compensation and Benefits, identify priority projects and provide information and partnership to the HRIS team to move forward with necessary initiatives/updates/changes.
Partner with HR colleagues and other campus constituents to develop and disseminate communication materials to promote compensation and benefits programs at Wake Forest University, including but not limited to presenting information to various campus committees, partners, and Executive Leadership.
Provide leadership and coaching to the Compensation and Benefits/Absence team members through effective coaching and performance management.
Establish and maintain strong relationships with Institutional Talent Partners, providing information at standing meetings and responding to ad hoc requests.
Provide strategic leadership as part of the Human Resources leadership team.
Stay current on compensation, benefits, and wellness trends by conducting research and connecting with peers at other universities and professional organizations, such as CUPA HR.
Other Functions:
Performs other related duties as assigned.
Collaborates with the AVP for Employer Experience to manage relationships with vendors for health and wellness benefits to maximize the utilization and value of paid services for employees. This includes coordinating with vendors to promote existing benefits, identify new opportunities, and ensure that programs align with the WFU’s health objectives and employee needs.
Required Education, Knowledge, Skills, Abilities:
Bachelor's degree in Human Resources Management, Business Administration, or a related discipline, plus eight years of combined experience in compensation, benefits, and wellness, with at least five years in a supervisory role.
Knowledge of organizational structure, workflow, and operating procedures.
Skill in developing, managing, and implementing new strategies, procedures, and large-scale projects.
Ability to apply principles of logical thinking to define and analyze problems, collect data, establish facts, draw valid conclusions, and develop creative solutions.
Strong interpersonal and communication skills and the ability to work effectively with various constituencies in a community of different constituent groups.
Ability to foster a cooperative environment.
Ability to supervise, lead, and train staff.
Proficiency in annual financial/budget processes.
Knowledge of federal and state employment laws, regulations, and private sector employment policies and procedures.
Current knowledge of benefit programs and their interface with regulations, related retirement and benefits acts at both the state and federal levels, recent court decisions, legal trends, and Social Security.
Skill in developing and implementing salary administration plans and programs.
Ability to analyze problems and develop creative solutions to complex human resource issues.
Proficiency in using the Microsoft Office Suite and/or Google Workspace
Ability to format data to support analysis and recommendations.
Strong analytical and critical thinking skills and the ability to analyze, summarize, and effectively present data to individuals/groups, including executive levels.
Experience with HRIS (Oracle, Workday, Banner, or a related system), to include exporting and using data to answer questions, present data, and create presentations.
Preferred Education, Knowledge, Skills, Abilities:
Relevant Master's degree.
CCP/CBP/CEBS/GBA/SPHR/PHR/CTRP or other related certification.
Higher education experience.
Experience in executive compensation.
Workday experience.
Physical Requirements:
Sedentary work. Talking, hearing, and repetitive motions. Close visual acuity. Subject to inside environmental conditions. Not substantially exposed to adverse environmental conditions.
Accountabilities:
Budgetary responsibilities, including fringe benefits budget.
Responsible for Compensation and Benefits programs and directly manages the Director of Compensation and the Director of Benefits.
Additional Job Description
Time Type Requirement
Full timeThis position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job-related duties as may be reasonably assigned by his/her supervisor.
In order to provide a safe and productive learning and living community, Wake Forest University conducts background investigations and drug screens for all final staff candidates being considered for employment.
Equal Opportunity Statement
The University is an equal opportunity employer and welcomes all qualified candidates to apply without regard to race, color, religion, national origin, sex, age, sexual orientation, gender identity and expression, genetic information, disability and military or veteran status.
Accommodations for Applicants
If you are an individual with a disability and need an accommodation to participate in the application or interview process, please contact AskHR@wfu.edu or (336) 758-4700.