Principal Compensation Analyst

Principal Compensation Analyst

Stanford University is one of the world's premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives.

Reporting to the Compensation Manager, the Principal Compensation Analyst is a demonstrated subject matter expert and partner in compensation analysis, design, implementation, optimization, and administration. The role provides consultation to Stanford HR leaders and schools and units on compensation policy, best practices, and regulatory compliance. The Principal Compensation Analyst is an operational expert in compensation analysis, processes, and client service delivery. This position shares and provides education, training, communication, and guidance to junior compensation analysts and clients and serves as a team lead on university-wide compensation initiatives.

The ideal candidate will be skilled in compensation analyses, administration, and the operational execution of compensation administration and have a breadth of experience solving complex and unique compensation issues in a highly decentralized organization with complex collaboration and distributed authority. This position is hybrid on-site two days per week at Stanford's Redwood City campus location.

Core Duties:

• Serve as subject matter expert, key advisor, and consultant to HR leadership and other stakeholders in the areas of compensation administration operations and execution, implementation, optimization, market analysis, job architecture, pay equity, and compliance to ensure inclusive and sustainable compensation frameworks.
• Lead and manage complex projects such as compensation client solutioning and consultative influence, annual salary planning set up and administration, salary structure updates, compensation market and equity analysis, and regulatory reporting university-wide or for multiple schools and units.
• Share compensation guidance, education, support, training, and mentorship to junior compensation analysts.
• Oversee, delegate, balance, and prioritize client workloads.
• Manage university-wide, full-cycle compensation processes.
• Perform advanced-skilled Excel analyses to support the design, implementation, and administration of the compensation function.
• Build complex financial models in formula-driven spreadsheets to support detailed analysis and decision-making in compensation strategy, methodology, and actions.
• Research existing processes, present findings, design or re-design, and develop optimal compensation components for the university and/or schools and units.
• Serve as an advisory resource regarding compensation implementation and administration for University Human Resources and line managers.
• Advise HR Leaders and line managers on a range of complex matters related to the university and/or school and unit compensation policies, processes, and practices.
• Solve advanced, unique, and complex problems that have a broad impact across multiple schools and/or units.
• Oversee and participate in job evaluations and documentation of job descriptions.
• Manage and oversee client requests for compensation analysis or assistance and provide guidance, recommendations, and solutions for compensation processes, policies, and procedures.
• Design, develop, review, and provide guidance on retention and incentive plan documentation and/or develop complex incentive plans to reinforce targeted behaviors and advance the university or school and unit mission/goals.
• Review research and prepare in-depth analyses to develop and/or revise existing university or school/unit compensation programs, policies, and/or practices. Make recommendations to management based on completed analyses and lead the implementation of solutions.
• Keep abreast of industry trends and regulatory changes in compensation practices.
• Develop education strategy, training materials, and presentations for the compensation team, human resource managers, line managers, and employees.
• Perform other duties as assigned.

*Note: The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned

Minimum Requirements:

• Education & Experience: Bachelor's degree and 10 years of relevant experience or combination of education and relevant experience. Certifications such as CEBS, ISCEBS, PHR/SPHR, CCP/CBP, or equivalent certification a plus.
• Knowledge, Skills and Abilities: Expert compensation advisory capabilities across a highly matrixed and decentralized work environment. Specialized depth or breadth of experience in compensation and HR. Strong ability to collect, synthesize, and interpret internal and external feedback and data and recommend new solutions and best practices. Ability to anticipate business challenges and develop processes, products, and service improvements. Prior experience using a broad perspective to identify problems with cross-functional business implications and recommend lasting solutions that positively impact the institution. Demonstrated experience taking the lead on projects with broad visibility to achieve multi-year milestones and objectives. Comfortable working independently in a fast-paced, deadline-driven environment, with guidance needed in only the most complex situations. Familiarity with human capital management systems (Oracle, Workday, etc.). Advanced MS Excel and prior experience using HRIS systems. Exceptional verbal and written communication, consultation, facilitation, and presentation skills for conveying information, programs, and solutions to peers, managers, and leaders, as well as influencing others regarding recommendations and decisions. Exceptional analytical, critical thinking, and computational/statistical skills. Strong understanding and experience interpreting and applying federal and California state wage and hour regulations.

Physical Requirements:

• Frequently stand/walk, sit; frequently use and perform desk-based computer tasks, grasp lightly/fine manipulation.
• Occasionally use a telephone, write by hand, sort/file paperwork, twist/bend/stoop/squat, reach/work above shoulders, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds.
• Rarely kneel/crawl.

* - Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of the job.

Working Conditions:

Occasional travel on campus to schools and units.

Work Standards:

• Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.
• Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned.
• Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide.

The expected pay range for this position is $180,000-$192,000 per annum. Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location, and external market pay for comparable jobs. At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website provides detailed information on Stanford's extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process.

Why Stanford is for You Imagine a world without search engines or social platforms. Consider lives saved through first-ever organ transplants and research to cure illnesses. Stanford University has revolutionized the way we live and enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Our culture and unique perks empower you with:

• Freedom to grow. We offer career development programs, tuition reimbursement, or course auditing. Join a TedTalk, film screening, or listen to a renowned author or global leader speak.
• A caring culture. We provide superb retirement plans, generous time-off, and family care resources.
• A healthier you. Climb our rock wall or choose from hundreds of health or fitness classes at our world-class exercise facilities. We also provide excellent health care benefits.
• Discovery and fun. Stroll through historic sculptures, trails, and museums.
• Enviable resources. Enjoy free commuter programs, ridesharing incentives, discounts, and more