Dana-Farber Cancer Institute Director of Compensation in Boston, Massachusetts
Located in Boston and the surrounding communities, Dana-Farber Cancer Institute brings together world renowned clinicians, innovative researchers and dedicated professionals, allies in the common mission of conquering cancer, HIV/AIDS and related diseases. Combining extremely talented people with the best technologies in a genuinely positive environment, we provide compassionate and comprehensive care to patients of all ages; we conduct research that advances treatment; we educate tomorrow's physician/researchers; we reach out to underserved members of our community; and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.
Reporting to the Vice President, Human Resources, the Director of Compensation drives Dana-Farber’s (DFCI) compensation programs, ensuring internal equity, market competitiveness, and compliance with applicable regulations and Institute policies. The role is autonomously accountable for the oversight, management, administration, creation and development of all staff compensation and reward programs, while adhering to DFCI’s over-arching compensation strategy and business objectives/operational goals. Lends analytical expertise to Human Resources Business Partners, Generalists and Recruiters, providing guidance and interpretation of various compensation practices and policies. Manages the high-level project planning components relating to compensation program revision, development, and/or re-design. Accountable for a team providing support, research, implementation and development of people strategies related to rewards.
PRIMARY DUTIES AND RESPONSIBILITIES:
Sets organizational direction, particularly regarding annual Institute-wide goal setting, on market competitiveness to attract top talent, consistent with DFCI’s mission and strategic plan.
In partnership with the VP of Human Resources, HR leadership and the Compensation team, creates, supports, and educates others on Institute compensation guidelines for base pay programs, performance management, market reviews, job descriptions, compensation analysis, and salary surveys. Develops short- and long-term recommendations to salary structures in response to changing organizational needs, market trends, legislative action, and DFCI’s financial parameters.
Directs the return of DFCI’s people investment through compensation and reward strategies that achieve the desired attraction, behavioral and performance outcomes. Must successfully manage relationships with Human Resources Business Partner and Talent Acquisition Teams, both who are front-facing to internal clients.
Assesses the needs, prioritizes and delegates/assigns direct reports to work on compensation matters or projects either identified by HR and senior leadership or requested by internal clients. Triages frequently; provides barrier busting as needed; and, manages on-time deliverables.
Manages and develops team, creating opportunities for professional growth, setting job goals and expectations, and encouraging collaboration among team members, the HR department and the larger Institution.
Provides strategic leadership, in collaboration with the Executive and Faculty Compensation Manager, in compensation efforts that include executive, faculty, and employee pay and incentive compensation plans.
Provides compensation guidance, modeling, and recommendations to DFCI’s executive team and the board of directors, as requested.
Manages communication, working in constant collaboration with the larger HR team, regarding compensation and rewards plans, practices and policies to ensure the biggest return and to educate workforce about both the content and value of DFCI’s programs.
Partners with the Director of HRIS Integration on managing and maintaining salary data within DFCI’s human-capital system, PeopleSoft, including audit, data security, and related access to confidential information.
Ensures compliance, in partnership with DFCI’s Office of General Council, with laws and regulations – federal, state and local – which control or impact compensation plans and policies. Oversees and is accountable for any compensation-specific issues or audits with the Department of Labor (e.g. FLSA), Affirmative Action, EEOC, and OFCCP, and others.
Decides on the Institute’s priorities for salary resources, balancing business needs with costs, budget constraints, system requirements/limitations, etc.
Oversees annual analyses and audits of all rewards programs for both compliance and competitiveness with the market. Often collaborates with other HR or legal partners focused on compliance.
Manages the preparation of salary projections for the Institute’s budget purposes. Partners frequently with Finance to monitor all related variances and reports.
Provides Ad Hoc interpretation of Institute philosophy, policy and principles related to areas of compensation or rewards.
Consolidate and/or grow variable compensation opportunities.
Develops and implements special projects, and other duties, as assigned.
Manages a team of Compensation professionals
MINIMUM JOB QUALIFICATIONS AND REQUIREMENTS:
B.A. or B.S. required. 8-10 years of in-depth knowledge of compensation concepts, practices, and procedures is required. Demonstrated managerial experience with professional-level teams of at least 2 years is needed. Experience within a large, matrixed organization within service industries (e.g. Healthcare) is preferred. CCP, appropriate certifications or advanced degree(s) a plus.
KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:
Must have exceptional leadership qualities: strategic thinker with an orientation for action and results, creative, responsive, able to plan and execute effectively.
Able to toggle between strategy and day-to-day operations while leveraging the capacity and capabilities of the team. Expert at identifying priorities.
Must be able to function effectively in ambiguous conditions; recognize trends and identify systemic approaches to solving problems in a fast-moving, constantly changing environment.
Highly seasoned competence for statistical analysis used in compensation, understanding the data, and “telling stories” based on data.
Demonstrated ability for high levels of confidentiality and data sensitivity.
Extensive track record in the development of talent within their organizations.
Track record for exceptional service and creativity in service to complex organizations and demands of clients within such institutions.
Must have a consultative, relationship building approach and the highest level of professionalism and discretion.
The ability to communicate and influence effectively “up, down and across” the organization is critical, must be experienced as a collaborator and team player.
Will rely on extensive experience and judgment to plan and accomplish goals and make decisions. Proven track record in implementing compensation changes with engagement and service orientation.
Proven experience in support of creating a diverse and inclusive workforce in all aspects of their work and leadership.
Functions effectively as a leader in the HR department and viewed as a “team player.”
Ensure team monitors all plans and programs to be compliant with federal, state and local laws and regulations and audit requirements.
Must have experience in managing complex issues and making decisions with widespread implications.
Must be a leader that others can learn and develop from and who actively engages in the attraction, development and retention of talent at all levels.
Extensive knowledge of FSLA, MEPA, EEO, etc.
Strong computer skills including Microsoft Office products
Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other groups as protected by law.
Job ID: 2019-14044
External Company URL: www.dana-farber.org