Hybrid Director of Compensation chez Rochester Institute of Technology
Rochester Institute of Technology · Rochester, États-Unis d'Amérique · Hybrid
- Professional
- Bureau à Rochester
Job Responsibilities
The Director will bring proactive, forward-thinking leadership to RIT’s staff compensation function, with the vision, agility, and strong management expertise to effectively address the following opportunities and challenges:
Drive the evolution of staff compensation strategy and technology at RIT
The Director of Compensation serves as a strategic leader in shaping the long-term direction of RIT’s staff compensation philosophy and program execution. This role oversees the development and implementation of comprehensive compensation policies that address complex organizational challenges and evolving workforce needs. In addition to guiding staff compensation strategy, a key priority for the Director will be stewarding the ongoing Staff Career Architecture project, enhancing job classifications, career pathways, and compensation structures to support employee development and retention. While primarily responsible for staff compensation programs, the Director may also serve as a consultative partner on faculty compensation initiatives, offering strategic insights and support to ensure alignment with institutional goals.
The Director will play a pivotal role in the successful implementation of Workday, launching on January 1, 2026, ensuring seamless integration of compensation processes, job data, and structures. They will oversee job evaluation and classification processes, maintain accurate and consistent job profiles, and develop salary structures that uphold internal equity and external competitiveness. In addition, the Director will manage pay programs—including base pay and, where appropriate, incentive plans—while leveraging market data and internal analytics to deliver equitable, forward-thinking compensation solutions that align with RIT’s mission and strategic priorities.
Lead and manage the compensation team
The Director will lead a high-impact team of seasoned analysts, setting the tone for a culture of collaboration, innovation, responsiveness, and continuous growth. They will provide strategic direction in hiring, developing, and evaluating staff while offering hands-on mentorship and fostering a high-performance environment. With a focus on results, the Director will establish clear goals and performance metrics that align with RIT’s strategic priorities. They will champion succession planning and cross-training to build resilience and expertise across the team, ensuring the department is positioned for sustained success.
Serve as a trusted advisor to HR leadership and the broader RIT community
The Director will work closely with the AVP and CHRO to support the President and the Executive Compensation Committee of the Board of Trustees on matters related to executive compensation. In collaboration with the CHRO, Director of Benefits and Wellness, and the Controller’s Office, they will administer executive compensation and benefits agreements, special pay programs, and related arrangements. Bringing a forward-thinking yet grounded perspective, the Director will navigate RIT’s historical context, current compensation landscape, and strong shared governance model to bear on RIT’s future compensation direction. As a subject-matter expert, they will partner with HR leadership and key stakeholders to contribute to data analysis, governance, and the development of high-level materials for senior leadership. Through a consultative and relationship-driven approach, the Director will help shape strategic direction while building trust, credibility, and alignment across the compensation team and the broader HR organization.
Drive the evolution of staff compensation strategy and technology at RIT
The Director of Compensation serves as a strategic leader in shaping the long-term direction of RIT’s staff compensation philosophy and program execution. This role oversees the development and implementation of comprehensive compensation policies that address complex organizational challenges and evolving workforce needs. In addition to guiding staff compensation strategy, a key priority for the Director will be stewarding the ongoing Staff Career Architecture project, enhancing job classifications, career pathways, and compensation structures to support employee development and retention. While primarily responsible for staff compensation programs, the Director may also serve as a consultative partner on faculty compensation initiatives, offering strategic insights and support to ensure alignment with institutional goals.
The Director will play a pivotal role in the successful implementation of Workday, launching on January 1, 2026, ensuring seamless integration of compensation processes, job data, and structures. They will oversee job evaluation and classification processes, maintain accurate and consistent job profiles, and develop salary structures that uphold internal equity and external competitiveness. In addition, the Director will manage pay programs—including base pay and, where appropriate, incentive plans—while leveraging market data and internal analytics to deliver equitable, forward-thinking compensation solutions that align with RIT’s mission and strategic priorities.
Lead and manage the compensation team
The Director will lead a high-impact team of seasoned analysts, setting the tone for a culture of collaboration, innovation, responsiveness, and continuous growth. They will provide strategic direction in hiring, developing, and evaluating staff while offering hands-on mentorship and fostering a high-performance environment. With a focus on results, the Director will establish clear goals and performance metrics that align with RIT’s strategic priorities. They will champion succession planning and cross-training to build resilience and expertise across the team, ensuring the department is positioned for sustained success.
Serve as a trusted advisor to HR leadership and the broader RIT community
The Director will work closely with the AVP and CHRO to support the President and the Executive Compensation Committee of the Board of Trustees on matters related to executive compensation. In collaboration with the CHRO, Director of Benefits and Wellness, and the Controller’s Office, they will administer executive compensation and benefits agreements, special pay programs, and related arrangements. Bringing a forward-thinking yet grounded perspective, the Director will navigate RIT’s historical context, current compensation landscape, and strong shared governance model to bear on RIT’s future compensation direction. As a subject-matter expert, they will partner with HR leadership and key stakeholders to contribute to data analysis, governance, and the development of high-level materials for senior leadership. Through a consultative and relationship-driven approach, the Director will help shape strategic direction while building trust, credibility, and alignment across the compensation team and the broader HR organization.
College/Division
Finance & Administration
Required Application Documents
Cover Letter, Curriculum Vitae or Resume
Employment Category
Fulltime
Additional Details
In compliance with NYS's Pay Transparency Act, the anticipated starting salary for this position is listed above. Rochester Institute of Technology considers factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience, education/training, key skills, internal peer
equity, as well as, market and organizational considerations when extending an offer. The hiring process for this position may require a criminal background check and/or motor vehicle records check. Any verbal or written offer made is contingent on satisfactory results, as determined by Human Resources.
RIT does not discriminate. RIT provides equal opportunity to all qualified individuals and does not discriminate on the basis of race, color, creed, age, marital status, sex, gender, religion, sexual orientation, gender identity, gender expression, national origin, veteran status or disability in its hiring,
admissions, educational programs and activities. RIT provides reasonable accommodations to applicants with disabilities under the Rehabilitation Act, the Americans with Disabilities Act, the New York Human Rights Law, or similar applicable law.
equity, as well as, market and organizational considerations when extending an offer. The hiring process for this position may require a criminal background check and/or motor vehicle records check. Any verbal or written offer made is contingent on satisfactory results, as determined by Human Resources.
RIT does not discriminate. RIT provides equal opportunity to all qualified individuals and does not discriminate on the basis of race, color, creed, age, marital status, sex, gender, religion, sexual orientation, gender identity, gender expression, national origin, veteran status or disability in its hiring,
admissions, educational programs and activities. RIT provides reasonable accommodations to applicants with disabilities under the Rehabilitation Act, the Americans with Disabilities Act, the New York Human Rights Law, or similar applicable law.
Required Minimum Education Level
BA, BS
How To Apply
The Director of Compensation is a full-time, permanent position based on-site in Rochester, NY, with the possibility of a hybrid work schedule. The University offers a competitive and comprehensive benefits package. The expected salary range for this role begins at $150,000. The starting base salary will be commensurate with qualifications, experience, market, and organizational considerations.
In order to be considered for this position, please apply for it at: http://careers.rit.edu/staff. Click the link for search openings and in the keyword search field, enter the title of the position or the BR number.
Applications
Screening of complete applications will begin immediately and continue until the completion of the search process. Inquiries, nominations, referrals, and CVs with cover letters should be sent via the Isaacson, Miller website. Electronic submission of materials is strongly encouraged.
Rebecca Kennedy, Partner (she/her)
Lehman Robinson, Associate (he/him)
Cortnee Bollard, Senior Search Coordinator (they/them)
https://www.imsearch.com/open-searches/rochester-institute-technology/director-compensation
In order to be considered for this position, please apply for it at: http://careers.rit.edu/staff. Click the link for search openings and in the keyword search field, enter the title of the position or the BR number.
Applications
Screening of complete applications will begin immediately and continue until the completion of the search process. Inquiries, nominations, referrals, and CVs with cover letters should be sent via the Isaacson, Miller website. Electronic submission of materials is strongly encouraged.
Rebecca Kennedy, Partner (she/her)
Lehman Robinson, Associate (he/him)
Cortnee Bollard, Senior Search Coordinator (they/them)
https://www.imsearch.com/open-searches/rochester-institute-technology/director-compensation
Required Qualifications
The successful candidate will bring a demonstrated track record of operational success in leading various HR functions. While no single candidate will have all of the qualifications, the search committee seeks candidates with a well-rounded combination of the following abilities:
• Bachelor’s degree and 7+ years of progressively responsible compensation management experience, with a strong background in project leadership and change management.
• Current knowledge of federal and state labor laws, particularly wage and hour regulations.
• Extensive experience with contemporary compensation and classification strategies and programs.
• Must possess the ability to interpret complex information, distill key insights, and communicate clearly to stakeholders across functions to support sound decision-making.
• Bachelor’s degree and 7+ years of progressively responsible compensation management experience, with a strong background in project leadership and change management.
• Current knowledge of federal and state labor laws, particularly wage and hour regulations.
• Extensive experience with contemporary compensation and classification strategies and programs.
• Must possess the ability to interpret complex information, distill key insights, and communicate clearly to stakeholders across functions to support sound decision-making.
Preferred Qualifications
• Three or more years of experience in a supervisory or management position.
• Master’s degree and/or professional certifications (i.e., CCP) preferred.
• Previous experience in higher education.
• Proficient in ERP systems, preferably Workday, with a deep understanding of compensation modules and data integration.
• Proven experience designing and implementing systems and processes.
• Demonstrated success in developing and executing large-scale HR programs.
• Creative problem-solving and strategic thinking abilities.
• Commitment to shared governance principles.
• Excellent presentation and communication skills, with the ability to resolve complex compensation issues with clarity, integrity, and respect.
• Strong customer service orientation, with excellent organizational and prioritization skills.
• Master’s degree and/or professional certifications (i.e., CCP) preferred.
• Previous experience in higher education.
• Proficient in ERP systems, preferably Workday, with a deep understanding of compensation modules and data integration.
• Proven experience designing and implementing systems and processes.
• Demonstrated success in developing and executing large-scale HR programs.
• Creative problem-solving and strategic thinking abilities.
• Commitment to shared governance principles.
• Excellent presentation and communication skills, with the ability to resolve complex compensation issues with clarity, integrity, and respect.
• Strong customer service orientation, with excellent organizational and prioritization skills.
Work Location
Hybrid — Remote/On-campus
Job Summary
The next Director of Compensation will bring visionary, proactive leadership to a function central to RIT’s evolving workforce strategy. This individual will have the opportunity to drive meaningful transformation in staff compensation programs, steward the integration of staff architecture, and play a key role in the upcoming Workday implementation and support executive and faculty compensation initiatives. They will lead a high-performing team of three analysts, with a focus on innovation, development, and long-term success.
Collaboration and communication will be essential as the Director partners with HR colleagues and other senior leaders to ensure cohesive, aligned policies and programs. Reporting to the AVP and CHRO and serving on the HR leadership team, the Director will also serve as a trusted advisor and subject-matter expert and provide strategic insight to shape equitable, future-ready staff compensation solutions that support RIT’s institutional goals.
Collaboration and communication will be essential as the Director partners with HR colleagues and other senior leaders to ensure cohesive, aligned policies and programs. Reporting to the AVP and CHRO and serving on the HR leadership team, the Director will also serve as a trusted advisor and subject-matter expert and provide strategic insight to shape equitable, future-ready staff compensation solutions that support RIT’s institutional goals.
