Assistant Director

* As required under NYC Human Rights Law Int  - Salary range for this role when Hired for NYC Offices

Responsible for management of the Weill Cornell Medical College (WCMC) non-academic compensation program and direction of staff on the Compensation team. Recommends and implements new compensation programs to support the Medical College's initiatives and strategies.

• Directs annual employee merit increase program. Advises/counsels management staff on merit increase guidelines and policies; reviews all annual merit increases for compliance with fiscal year and Human Resources guidelines;
• Directs annual review of salary structure to determine increases to minimums, midpoints and maximums; ensures that structure is competitive with local market rates to attract and retain employees.
• Partner with departments to align organization structure with business needs.
• Directs the non-academic job evaluation program; evaluates and approves salaries for exempt and non-exempt positions. Ensures that positions are properly classified in compliance with the Fair Labor Standards Act.
• Directs the review and approval of salary increases. Collaborates with other HR staff to address compensation issues that impact employment, employee relations or benefits. Advises/counsels administrative staff on best course of action.
• Ensures market competitiveness of non-academic salaries. Identifies outside market salary surveys and analyzes survey results. Applies market salary data for job evaluation, market salary adjustments and the annual review of the salary structure.
• Prepares overall market pricing reports as needed.
• Manages Compensation team, hires, makes recommendations regarding salary adjustments, trains in procedures, assigns work, evaluates performance, and assists with questions and problems.
• Recommends and implements new compensation programs to support the Medical College's strategies and initiatives; this includes incentive programs or other programs to attract, retain and motivate staff.
• Responds to questions/problems from all levels of faculty, administration and staff regarding job evaluation.
• Utilize expertise on Success Factors Performance, Goals and Compensation modules to implement technological solutions and automate processes.

• Bachelor's Degree in related field

Approximately 8 + years experience in compensation management including job evaluation, compensation theory and practice, techniques of market pricing and salary administration, and laws and regulations impacting compensation including the Fair Labor Standard Act.

• Advanced problem solving and analytical skills.

Cornellwelcomes students, faculty, and staff with diverse backgrounds from across the globe to pursue world-class education and career opportunities, to further the founding principle of  any person, any study.  No person shall be denied employment on the basis of any legally protected status or subjected to prohibited discrimination involving, but not limited to, such factors as race, ethnic or national origin, citizenship and immigration status, color, sex, pregnancy or pregnancy-related conditions, age, creed, religion, actual or perceived disability (including persons associated with such a person), arrest and/or conviction record, military or veteran status, sexual orientation, gender expression and/or identity, an individual’s genetic information, domestic violence victim status, familial status, marital status, or any other characteristic protected by applicable federal, state, or local law.

Cornell University embraces diversity in its workforce and seeksjob candidates who will contribute to a climate that supports students, faculty, and staff of all identities and backgrounds. Wehire based on merit, andencourage people from historically underrepresented and/or marginalized identities to apply.

Consistent with federal law, Cornell engages in affirmative action in employment for qualified protected veterans as defined in the Vietnam Era Veterans' Readjustment Assistance Act (VEVRRA) and qualified individuals with disabilities under Section 503 of the Rehabilitation Act. We also recognize a lawful preference in employment practices for Native Americans living on or near Indian reservations in accordance with applicable law.