Director, Talent Manager, HR​/Recruitment

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The next Director of Compensation will bring visionary, proactive leadership to a function central to RIT's evolving workforce strategy. This individual will 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, focusing on innovation, development, and long‑term success.

Drive the evolution of staff compensation strategy and technology at RIT: The Director of Compensation serves as a strategic leader shaping the long‑term direction of RIT's staff compensation philosophy and program execution. They oversee the development and implementation of comprehensive compensation policies that address complex organizational challenges and evolving workforce needs. They steward the ongoing Staff Career Architecture project, enhancing job classifications, career pathways, and compensation structures to support employee development and retention.

They also consult on faculty compensation initiatives to ensure alignment with institutional goals. They play a pivotal role in the successful Workday implementation, ensuring seamless integration of compensation processes, job data, and structures; manage job evaluation and classification processes; maintain accurate job profiles; develop salary structures that uphold internal equity and external competitiveness. They manage pay programs including base pay and incentive plans while leveraging market data and internal analytics.

Lead and manage the compensation team: The Director leads a high‑impact team of seasoned analysts, setting a culture of collaboration, innovation, responsiveness, and continuous growth. They provide strategic direction in hiring, developing, and evaluating staff; offer hands‑on mentorship; champion succession planning and cross‑training; establish clear goals and performance metrics aligned with RIT's strategic priorities.

Serve as a trusted advisor to HR leadership and the broader RIT community: The Director works closely with the AVP and CHRO to support the President and the Executive Compensation Committee on matters related to executive compensation. They administer executive compensation and benefits agreements, special pay programs, and related arrangements. They navigate RIT's historical context, current compensation landscape, and shared governance model to shape future compensation direction.

As a subject‑matter expert, they partner with HR leadership and stakeholders to deliver data analysis, governance, and high‑level materials for senior leadership, building trust, credibility, and alignment.

• 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.
• Candidates must be eligible to work in the United States.

• Three or more years of experience in a supervisory or management position.
• Master's degree or professional certifications (e.g., CCP) preferred.
• Previous experience in higher education.
• Proficient in ERP systems, preferably Workday, with 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,…