Stanford University
Principal Compensation Analyst
Stanford University, Redwood City, California, United States, 94061
Overview
Join to apply for the
Principal Compensation Analyst
role at
Stanford University . Stanford University is one of the world’s premier academic and research institutions, devoted to the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. The university supports its employees as they develop their careers and enrich their lives. Reporting to the Compensation Manager, the Principal Compensation Analyst is a subject matter expert and partner in compensation analysis, design, implementation, optimization and administration. The role provides consultation to Stanford HR leaders and schools/units on compensation policy, best practices, and regulatory compliance. The Principal Compensation Analyst serves as an operational expert in compensation analysis, processes, and client service delivery, and provides education, training, communication and guidance to junior compensation analysts and clients. This role also 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, with experience solving complex issues in a highly decentralized organization with distributed authority. The position is hybrid on-site two days per week at Stanford’s Redwood City campus location.
Core Duties
Serve as subject matter expert, advisor, and consultant to HR leadership and stakeholders in compensation administration operations and execution, 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, annual salary planning setup and administration, salary structure updates, 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 Excel analyses to support the design, implementation, and administration of the compensation function.
Build complex financial models to support detailed analysis and decision-making in compensation strategy, methodology, and actions.
Research existing processes, present findings, design or redesign, and develop optimal compensation components for the university and/or schools and units.
Advise on 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 compensation policies, processes, and practices.
Solve advanced, unique, and complex problems with broad impact across multiple schools and units.
Oversee and participate in job evaluations and documentation of job descriptions.
Manage 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 support university goals.
Review research and prepare in-depth analyses to development or revise compensation programs, policies, and practices; make recommendations to management and lead implementation of solutions.
Stay current with industry trends and regulatory changes in compensation practices.
Develop education strategy, training materials, and presentations for the compensation team, HR managers, line managers, and employees.
Perform other duties as assigned.
Note: Duties may vary by department or program needs without changing the general nature of the job. Other duties may be assigned as needed.
Minimum Requirements
Education & Experience: Bachelor’s degree and 10 years of relevant experience, or an equivalent combination of education and experience.
Certifications such as CEBS, ISCEBS, PHR/SPHR, CCP/CBP, or equivalent certification are 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 data and recommend new solutions and best practices.
Ability to anticipate business challenges and develop processes, products, and service improvements.
Experience using a broad perspective to identify cross-functional issues and implement lasting solutions.
Demonstrated ability to lead projects with broad visibility and multi-year milestones.
Ability to work independently in a fast-paced, deadline-driven environment; guidance required only for the most complex situations.
Familiarity with human capital management systems (Oracle, Workday, etc.).
Advanced MS Excel and experience with HRIS systems.
Excellent verbal and written communication, consultation, facilitation, and presentation skills.
Analytical, critical thinking, and mathematical/statistical abilities.
Strong understanding of federal and California wage and hour regulations.
Physical Requirements
Frequently stand/walk, sit; perform desk-based computer tasks; handle light manipulation.
Occasionally use a telephone, write by hand, sort/file paperwork; bend, reach, lift up to 10 pounds.
Kneeling or crawling is rare.
Reasonable accommodations will be provided to qualified applicants with disabilities as required by law.
Working Conditions Occasional travel on campus to schools and units.
Compensation and Benefits The expected pay range for this position is $180,000-$192,000 per annum. Stanford provides pay ranges as a good faith estimate and final pay is determined based on factors including scope, qualifications, departmental budget, internal equity, location, and market.
Base pay is one element of the rewards package. The Cardinal at Work website provides details on Stanford’s benefits and rewards. Specifics about the rewards package may be discussed during the hiring process.
Why Stanford is for You Imagine a world with significant impact. Stanford’s culture offers opportunities to grow, a caring culture with retirement plans and time off, health and wellness benefits, and access to diverse resources and experiences.
Freedom to grow: career development programs, tuition reimbursement or course auditing.
A caring culture: retirement plans, generous time-off, family care resources.
A healthier you: health care benefits and on-campus facilities and activities.
Discovery and fun: access to sculptures, trails, and museums.
Enviable resources: commuter programs, ridesharing incentives, discounts, and more.
Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring accommodation for any part of the application or hiring process should contact Stanford University Human Resources. Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.
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Join to apply for the
Principal Compensation Analyst
role at
Stanford University . Stanford University is one of the world’s premier academic and research institutions, devoted to the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. The university supports its employees as they develop their careers and enrich their lives. Reporting to the Compensation Manager, the Principal Compensation Analyst is a subject matter expert and partner in compensation analysis, design, implementation, optimization and administration. The role provides consultation to Stanford HR leaders and schools/units on compensation policy, best practices, and regulatory compliance. The Principal Compensation Analyst serves as an operational expert in compensation analysis, processes, and client service delivery, and provides education, training, communication and guidance to junior compensation analysts and clients. This role also 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, with experience solving complex issues in a highly decentralized organization with distributed authority. The position is hybrid on-site two days per week at Stanford’s Redwood City campus location.
Core Duties
Serve as subject matter expert, advisor, and consultant to HR leadership and stakeholders in compensation administration operations and execution, 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, annual salary planning setup and administration, salary structure updates, 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 Excel analyses to support the design, implementation, and administration of the compensation function.
Build complex financial models to support detailed analysis and decision-making in compensation strategy, methodology, and actions.
Research existing processes, present findings, design or redesign, and develop optimal compensation components for the university and/or schools and units.
Advise on 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 compensation policies, processes, and practices.
Solve advanced, unique, and complex problems with broad impact across multiple schools and units.
Oversee and participate in job evaluations and documentation of job descriptions.
Manage 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 support university goals.
Review research and prepare in-depth analyses to development or revise compensation programs, policies, and practices; make recommendations to management and lead implementation of solutions.
Stay current with industry trends and regulatory changes in compensation practices.
Develop education strategy, training materials, and presentations for the compensation team, HR managers, line managers, and employees.
Perform other duties as assigned.
Note: Duties may vary by department or program needs without changing the general nature of the job. Other duties may be assigned as needed.
Minimum Requirements
Education & Experience: Bachelor’s degree and 10 years of relevant experience, or an equivalent combination of education and experience.
Certifications such as CEBS, ISCEBS, PHR/SPHR, CCP/CBP, or equivalent certification are 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 data and recommend new solutions and best practices.
Ability to anticipate business challenges and develop processes, products, and service improvements.
Experience using a broad perspective to identify cross-functional issues and implement lasting solutions.
Demonstrated ability to lead projects with broad visibility and multi-year milestones.
Ability to work independently in a fast-paced, deadline-driven environment; guidance required only for the most complex situations.
Familiarity with human capital management systems (Oracle, Workday, etc.).
Advanced MS Excel and experience with HRIS systems.
Excellent verbal and written communication, consultation, facilitation, and presentation skills.
Analytical, critical thinking, and mathematical/statistical abilities.
Strong understanding of federal and California wage and hour regulations.
Physical Requirements
Frequently stand/walk, sit; perform desk-based computer tasks; handle light manipulation.
Occasionally use a telephone, write by hand, sort/file paperwork; bend, reach, lift up to 10 pounds.
Kneeling or crawling is rare.
Reasonable accommodations will be provided to qualified applicants with disabilities as required by law.
Working Conditions Occasional travel on campus to schools and units.
Compensation and Benefits The expected pay range for this position is $180,000-$192,000 per annum. Stanford provides pay ranges as a good faith estimate and final pay is determined based on factors including scope, qualifications, departmental budget, internal equity, location, and market.
Base pay is one element of the rewards package. The Cardinal at Work website provides details on Stanford’s benefits and rewards. Specifics about the rewards package may be discussed during the hiring process.
Why Stanford is for You Imagine a world with significant impact. Stanford’s culture offers opportunities to grow, a caring culture with retirement plans and time off, health and wellness benefits, and access to diverse resources and experiences.
Freedom to grow: career development programs, tuition reimbursement or course auditing.
A caring culture: retirement plans, generous time-off, family care resources.
A healthier you: health care benefits and on-campus facilities and activities.
Discovery and fun: access to sculptures, trails, and museums.
Enviable resources: commuter programs, ridesharing incentives, discounts, and more.
Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring accommodation for any part of the application or hiring process should contact Stanford University Human Resources. Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.
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