Compensation Program Manager

Tufts University Human Resources supports the University in attracting, retaining, and developing a talented workforce. Within Human Resources, the Compensation team establishes and maintains the University's pay programs and salary structures to support competitive, consistent, and equitable compensation practices.

The Compensation Program Manager is a key member of the Compensation team, providing strategic staff compensation expertise, consultation, and program leadership across the University. The Program Manager manages an assigned portfolio and works across compensation programs and processes from end to end, combining hands-on execution with strategic advisory responsibilities. Serving as a trusted resource, the Program Manager evaluates positions and market data, advises Human Resources Business Partners and representatives from the schools and divisions on complex compensation practices. The role also leads assigned University compensation programs and complex projects, contributes to compensation strategy and planning, mentors junior team members, and identifies opportunities to improve compensation processes and systems.

This is a highly collaborative individual contributor role with significant opportunity to influence how compensation programs, processes, and technology evolve at Tufts. The Program Manager will bring sound judgment, strong systems acumen, and the ability to navigate complex and sensitive situations while balancing client needs with the broader interests of the University.

The Compensation Program Manager provides strategic compensation advice, program leadership, and subject matter expertise for an assigned portfolio. The Program Manager evaluates positions and recommends placement within the University's pay structure, advises Human Resources Business Partners on compensation decisions and policy matters, and continually evaluates compensation programs and processes to respond to the University's evolving needs.

The Program Manager serves as a lead and subject matter expert for assigned University compensation and rewards programs, contributes to annual compensation strategy and work prioritization, supports annual budget planning, and provides compensation expertise on HR and cross-functional initiatives.

Responsibilities include:

• Leads the administration of assigned compensation programs, including the annual merit process, strategic project bonus programs, and recognition programs. Gathers and analyzes information, responds to questions related to program frameworks and eligibility, and prepares related metrics and reports.
• Evaluates positions and develops compensation recommendations by analyzing job documentation, compensation surveys, external market benchmarks, and internal comparative data.
• Consults with Human Resources Business Partners on compensation matters including promotional increases, job offers, pay adjustments, supplemental bonuses, and other compensation policy matters, providing timely, well-researched guidance.
• Leads complex, large-scale compensation projects, developing project plans, coordinating resources, and ensuring milestones are achieved. Participates on cross-functional project teams as a compensation subject matter expert, helping drive change and process improvement initiatives.
• Provides compensation consultation on portfolio reorganizations, partnering with Human Resources Business Partners to evaluate organizational and compensation considerations.
• Mentors junior Compensation team members, sharing subject matter expertise and serving as a resource on complex compensation matters.
• Maintains knowledge of applicable federal and state wage and hour requirements, evaluates classification considerations, appropriately documents approved outcomes, and finalizes job descriptions.
• Completes assigned compensation surveys, ensuring accurate benchmark pay data is submitted within established deadlines.
• Evaluates compensation programs, processes, and practices for accuracy and effectiveness, identifies trends and procedural issues, and develops potential solutions to system and business needs.
• Provides compensation subject matter expertise for systems and process initiatives, identifying opportunities to improve and optimize compensation processes and contributing to the design, implementation, and enhancement of HR and compensation technology.