Principal Compensation Analyst

Stanford University is one of the world’s premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives.

• Serve as subject matter expert, key advisor, and consultant to HR leadership and other stakeholders in compensation administration, operations, execution, implementation, optimization, 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, compensation market and equity analysis, and regulatory reporting university-wide or for multiple schools and units.
• Share compensation guidance, education, support, training (including training on new HCM compensation system), and mentorship to junior compensation analysts; oversee, delegate, balance, and prioritize client workloads.
• Manage university-wide, full‑cycle compensation processes.
• Perform advanced‑skilled Excel analyses to support the design, implementation, and administration of the compensation function.
• Build complex financial models in formula‑driven spreadsheets to support detailed analysis and decision‑making in compensation strategy, methodology, and actions.
• Research existing processes, present findings, redesign, and develop optimal compensation components for the university and/or schools and units.
• Serve as an advisory resource regarding compensation implementation and administration, including new HCM system adoption for University Human Resources and line managers.
• Advise HR leaders and line managers on complex matters related to compensation policies, processes, and practices.
• Solve advanced, unique, and complex problems that have a broad impact across multiple schools and/or units.
• Oversee and participate in job evaluations and documentation of job descriptions.
• Manage and oversee client requests for compensation analysis or assistance; provide guidance, recommendations, and solutions for compensation processes, policies, and procedures.
• Design, develop, review, and provide guidance on retention and incentive plan documentation; develop complex incentive plans to reinforce targeted behaviors and advance the university or school and unit mission/goals.
• Support the design, configuration, testing, deployment, and future upgrades of compensation modules within the HCM system (Oracle).
• Oversee annual compensation cycle activities (merit, bonus, equity) through HCM system workflows and reporting.
• Collaborate with HR technology teams to troubleshoot, optimize, and enhance compensation technology solutions.
• Review research and prepare in‑depth analyses to develop and/or revise existing compensation programs, policies, and/or practices.
• Make recommendations to management based on completed analyses and lead the implementation of solutions.
• Keep abreast of industry trends and regulatory changes in compensation practices.
• Develop education strategy, training materials, and presentations for the compensation team, human resource managers, line managers, and employees.
• Perform other duties as assigned.

This position is hybrid on‑site two days per week at Stanford’s Redwood City campus location.

• Education & Experience:
  
  Bachelor’s degree and 10 years of relevant experience or a combination of education and relevant experience.
• Certifications (a plus): CEBS, ISCEBS, PHR/SPHR, CCP/CBP, or equivalent.
• 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 internal and external feedback and data and recommend new solutions and best practices.
  • Ability to anticipate business challenges and develop processes, products, and service…