TDOC COMPENSATION DIRECTOR - 65410

State of Tennessee
United States, Tennessee, Nashville
Feb 11, 2025
Executive Service TDOC Compensation Director Department of Correction Division of Human Resources and Staff Development Nashville, TN Salary: $8,534 to 13,618 monthly Closing Date: 02/24/2025 Department of Correction Division of Human Resources and Staff Development Nashville, TN Salary: $8,534 to 13,618 monthly Closing Date: 02/24/2025 For more information, visit the link below: https://www.tn.gov/content/dam/tn/correction/documents/PositionAnnouncementCompensationDirector.pdf Who we are and what we do: The Tennessee Department of Correction operates and oversees 14 adult prisons across the state, housing some 21,000 offenders. In the community, TDOC supervises 79,000 offenders on probation, parole, or community corrections. The department operates 44 probation/parole offices in 13 districts across the state. The TDOC Human Resources & Staff Development Divisions are responsible for the oversight of all human capital management functions for over 6,000 employees located across the state. These areas include, but are not limited to, employee relations and engagement, compensation, occupational health and safety, professional development programs, employee wellness, worker's compensation, training, and the Tennessee Correction Academy. Job Overview: The TDOC Compensation Director reports to and works directly alongside the Deputy Assistant Commissioner of Organizational Strategy supporting compensation planning and serving as the leading subject matter expert who applies compensation best practices in position design, salary administration, and compensation management. Along-side the DAC, this individual plans, develops, revises, and implements compensation programs, policies, and procedures to align with the States goal of rewarding, and retaining a high-performing workforce. Leads and serves as liaison to external stakeholders on all statewide compensation plan adjustments and advises executive leadership on the impact to employees. Constantly surveys market data to recommend compensation changes to current titles to remain competitive, and meets with executive-level stakeholders to ensure the business needs of the agency are met. This role requires a data-driven individual who can guide the organization in leveraging a compensation plan that is consistent, competitive, and comprehensive. Key Responsibilities: Partners closely with executive leadership, senior business leaders, and HR partners to align departmental strategies and specific objectives with the overall goals of the organization. Assists the Deputy Assistant Commissioner of Organizational Strategy in a large-scale Organizational Structure Assessment (OSA), meeting with leaders, explaining classification and compensation theory and policy, and making recommendations as to any changes needed. Promotes the State's compensation philosophy and manages all classification, compensation, and salary programs for TDOC while connecting compensation strategy with talent management strategy. Manages market competitive compensation programs including benchmarking analysis, FLSA reviews, and complex compensation projects with department-wide impact. Provides comprehensive and value-added consulting support and thought leadership in all areas of compensation and recognition to meet demands of a competitive marketplace while ensuring fair and equitable pay. Develops employee compensation communications strategies and presentations and collaborates with internal teams for implementation. Leads the design and owns the execution of agency-wide annual compensation processes ensuring compliance with laws, rules, and policies. Monitors the effectiveness of existing compensation practices, procedures, policies, guidelines, and job architecture, provides key findings and recommends changes that are consistent with compensation trends. Meets with internal stakeholders to provide consultation in the areas of organizational structure and position design; position review and analysis; appropriate job functions; consultation on pay philosophies and strategies; compensation analysis; and salary adjustment approvals and monitoring. Develops key cross-functional partnerships across the agency, as well as manages and deepens partnerships with key external partners that enrich internal thinking and programs with industry insights and best practices to ensure our strategies remain competitive to recruit and retain staff long term. Minimum Qualifications: Bachelor's degree in Human Resources, Business Administration, Finance, I/O Psychology, or related field Five years of advanced compensation experience CCP Certification highly desired Strong understanding of compensation and classification laws and regulations (e.g., FLSA), and industry best practices Excellent verbal and written communication skills and ability to interact effectively with all levels Organization skills with detail orientation and proven strategic project management capabilities, including managing multiple key projects and shifting priorities Advanced spreadsheet skills and outstanding analytical skills to provide strategic insights; the ability to gather, interpret, and analyze large sets of statistical data and generate meaningful reports Makes sound recommendations Pursuant to the State of Tennessee's Workplace Discrimination and Harassment policy, the State is firmly committed to the principle of fair and equal employment opportunities for its citizens and strives to protect the rights and opportunities of all people to seek, obtain, and hold employment without being subjected to illegal discrimination and harassment in the workplace. It is the State's policy to provide an environment free of discrimination and harassment of an individual because of that person's race, color, national origin, age (40 and over), sex, pregnancy, religion, creed, disability, veteran's status or any other category protected by state and/or federal civil rights laws.