PURPOSE OF THIS POSITION:
Western New England University is looking for someone with a builder’s mindset to lead its Total Rewards function. This role would be responsible for developing a redefined integrated Total Rewards program, including compensation, benefits and recognition strategies designed as a strategic lever to attract and retain top talent. Reporting directly to the Chief Human Resources Officer (CHRO) and in partnership with senior leadership, constituent stakeholders, and the Board, the person who comes into this role will also effectively oversee day-to-day payroll and benefits operations – meaning they need to be as comfortable in the details as they are at the strategic level.
Essential Job Functions
Reporting to the CHRO, the Director provides strategic leadership and operational oversight for WNE’s compensation and benefits programs, partnering closely with the Talent Acquisition and HR Business Partner colleagues and other institutional stakeholders to ensure programs are competitive, compliant, equitable and drive performance and culture.
Compensation Strategy and Program Development
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Lead the design and implementation of WNE's formal compensation philosophy, covering base pay, merit, COLA, stipends, bonuses, ensuring market-competitiveness and internal equity.
- Build a comprehensive job grading and market pricing framework: developing and maintaining job families, grades, and salary bands across faculty and staff populations.
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Lead compensation processes including merit or COLA increases, equity reviews, and ad hoc adjustment recommendations that align with market-competitiveness and University mission and strategy.
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Provide expert guidance to hiring managers and HR colleagues on job description development, offer structuring, and compensation decision-making aligned with the compensation philosophy.
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Partner with the CHRO on executive compensation, including support for Board Compensation Committee work and incentive plan evaluation process.
Benefits Strategy and Administration
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Lead the strategic benefits renewal process in partnership with the CHRO and broker team — evaluating carrier options, plan design, cost management strategies, and alternative funding models.
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Oversee the Assistant Manager of Benefits Administration and day-to-day benefits administration, including eligibility, enrollment, vendor management, compliance filings, and employee communications.
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Drive wellness strategy development and programming in partnership with benefit brokers and internal stakeholders.
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Act as a lead facilitator and coordinator of the Human Resources-led Benefits and Wellness Committees, and as a liaison and primary point of contact for the Personnel Benefits and Administration Committee of the Faculty Senate and to Staff Council on benefits matters.
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Ensure compliance with ACA, ERISA, PFML, FMLA, and all applicable federal and state regulations. Oversee annual benefits-related filings and audits.
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Manage relationships with benefits brokers, carriers, and third-party administrators.
Payroll Oversight
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Oversee accurate and timely processing of all employee and student payroll, ensuring compliance with federal and state wage and hour laws.
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Partner with HRIS and Finance on payroll system configuration, reporting, and process improvement.
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Lead ongoing optimization of student employment payroll processes and supervisor accountability frameworks.
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Ensure audit readiness by overseeing annual payroll-related regulatory obligations and internal payroll controls.
Team Development and Collaboration
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Coach and develop team members in benefits and payroll administration — building capability, accountability, and a culture of accuracy and service.
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Collaborate closely with Talent Acquisition, Employee Relations, and HR Operations colleagues to ensure total rewards programs support the full employee lifecycle.
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Other duties as assigned.
REQUIRED KNOWLEDGE, SKILL AND ABILITIES:
Experience and Expertise
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5-7 years of progressive HR experience with significant depth in compensation strategy, job evaluation methodologies, salary structures, market pricing, pay equity principles, benefits. Experience interpreting compensation survey data and labor market trends (e.g., CUPA-HR, Mercer, Salary.com).
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Demonstrated experience building or significantly redesigning a compensation program — job architecture, pay grades, market pricing, and annual adjustment processes – as part of an integrated total rewards program, spanning benefits, incentives, and recognition.
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Strong working knowledge of benefits plan design, vendor management, and regulatory compliance (ACA, ERISA, PFML, FMLA).
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Experience overseeing payroll operations and working closely with HRIS platforms, leveraging technology solutions where available to minimize manual processes as much as possible.
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Strong financial acumen to assess program costs, budget impact, and long-term sustainability.
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Higher education experience preferred but not required — what matters more is the ability to learn a complex, relationship-driven environment quickly and operate with appropriate nuance.
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CCP preferred; CBP and/or SHRM-SCP a plus.
Leadership and Presence
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Ability to guide organizational change related to pay structures, workforce planning, or program redesign.
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Confident, credible, and composed in front of senior leaders, faculty governance bodies, and the Board — this role requires the ability to present compensation data and recommendations with authority and clarity
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Demonstrated leadership skills, including team management, coaching, and development of HR professionals.
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Highly collaborative working style with the ability to build trust across a complex, multi-constituent institution
ERGONOMIC REQUIREMENTS:
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Sitting, bending and reaching as expected in a normal office setting.
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Occasional lifting not expected to exceed 25 pounds.
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Operation of computer keyboard.
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Operation of calculator.
Western New England University is committed to enhancing diversity, equity, inclusion and belonging by acknowledging and embracing diversity of thought, opinion, and approach with colleagues regardless of background, culture, and organizational level. WNE encourages diversity in our job applicants to ensure the best culture and work outcomes.
