Associate Director of Compensation (GTRI) Job Overview: The Associate Director of Compensation is responsible for developing, implementing, and maintaining effective compensation strategies that align with organizational goals and support the attraction and retention of talent within the Georgia Tech Research Institute (GTRI). About Us Georgia Tech prides itself on its technological resources, collaborations, high-quality student body, and its commitment to building an outstanding and diverse community of learning, discovery, and creation. We strongly encourage applicants whose values align with our institutional values, as outlined in our strategic plan. These values include academic excellence, diversity of thought and experience, inquiry and innovation, collaboration and community, and ethical behavior and stewardship. Georgia Tech has policies to promote a healthy work-life balance and is aware that attracting Faculty may require meeting the needs of two careers. Responsibilities Oversee daily compensation operations within the institute, including coordinating and analyzing salary surveys and evaluating market competitiveness and internal pay equity. Provide strategic guidance and insights on compensation matters to stakeholders. Advise on market competitiveness, internal equity, and salary recommendations. Support organizational restructuring, reclassifications, and workforce design with analysis and modeling. Recommend, update, and implement compensation policies and procedures that align with institutional goals and industry best practices. Evaluate and refine existing compensation practices to ensure ongoing compliance with federal, state, and local regulations. Collaborate with the Human Resources Information System department to ensure accurate system configuration, maintain data integrity, and optimize the use of compensation modules. Perform complex data analysis, generate reports and dashboards, and aid internal audits with clear documentation and compliance transparency. Develop and deliver training, tools, and communication resources to educate managers and stakeholders on compensation philosophy, policies, and decision-making processes. Partner with the classification team to maintain consistent, compliant job families, pay structures, and job descriptions. Ensure alignment with organizational standards and compensation frameworks. Manage vendor relationships related to compensation surveys, technology platforms, and consulting services. Manage and develop the compensation team. Provide coaching, guidance, and growth opportunities. Enhance expertise, encourage collaboration, and support career advancement. Monitor trends and best practices in compensation to recommend process enhancements and maintain market competitiveness. Perform other job-related duties as assigned. Qualifications Educational Requirements Bachelor's Degree in a related discipline or equivalent combination of education and experience. Required Experience Six or more years of relevant experience, including three or more years of supervisory experience. Required Qualifications Bachelor's Degree in a related discipline or equivalent combination of education and experience. Preferred Qualifications Master's Degree. Additional Preferred Qualifications CERTIFICATION, LICENSE, or PERMITS: One or more of the following: Certified Compensation Professional (CCP) SHRM Senior Certified Professional (SHRM-SCP) Professional in Human Resources (PHR) Senior Professional in Human Resources (SPHR) Salary Proposed Salary: Pay Range $110,710–$140,000 per year. Location Atlanta, GA Background Check The candidate of choice will be required to pass a pre-employment background screening. http://policylibrary.gatech.edu/employment/pre-employment-screening USG Core Values & Equal Employment Opportunity The University System of Georgia (USG) values Integrity, Excellence, Accountability, and Respect. Georgia Tech is an Equal Employment Opportunity Employer. Georgia Tech complies with all applicable laws and regulations governing equal opportunity in the workplace and in educational activities. More information on these policies can be found in the USG Board of Regents Policy Manual and related sections linked in the original posting.

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