Director, Compensation & HR Systems (Job ID: 2023-3162)

Human Resources
Job Function
Human Resources
Posted Date
1 month ago(2/24/2023 5:16 PM)
Job ID
commensurate with experience


This search is being managed by the search firm Human Capital Consultants. Please send cover letter and resume to Milton Hall  

Join one of the most influential, most quoted and most trusted think tanks!

The Brookings Institution is a nonprofit public policy organization based in Washington, DC. Our mission is to conduct in-depth research that leads to new ideas for solving problems facing society at the local, national and global level.


We bring together leading experts in government and academia from all over the world, rooted in open-minded inquiry and representing diverse points of view, who provide the highest quality research, policy recommendations, and analysis. Research topics cover a full range of public policy issues in economics, foreign policy, development, governance and metropolitan policy.


With fair and transparent business practices, clear communication, mutual respect, and a collaborative atmosphere that offers both professional and personal development opportunities, Brookings offers an inclusive and welcoming workplace that values the efforts of all contributors.


Brookings Human Resources department actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 14, including Staffing, Benefits, Compensation & HR Technology, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way.


Position Location: This position is hybrid. Hybrid positions combine regular in-person presence at our Washington, DC office with the option of at least two days of remote work each week.


Vaccine Policy: Brookings requires all staff and visitors to submit proof of complete vaccination against COVID-19 to be in Brookings buildings.  


Individuals that (i) have a qualifying medical condition that contraindicates a COVID-19 vaccination, or (ii) who object to being vaccinated based on a sincerely held religious belief, may request a reasonable accommodation. Brookings policies on masks and other pandemic mitigation measures will continue to be informed by DC and CDC guidelines.   



Ready to contribute to Brookings' success?


Brookings Human Resources (HR) team actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 15, including Staffing, Benefits, Compensation & HR Technology, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way. Reporting directly to the Vice President and Chief Human Resources Officer (CHRO), the Director of Compensation & HR Systems is a strategic, hands-on leader responsible for the design and oversight of Brookings's compensation philosophy, policies, and programs, as well as the oversight and enhancement of HR’s information systems. The role directly supervises a Technical Lead/Functional Analyst and a HR Systems Specialist.


Compensation Strategy and Administration (40%)

  • Develop and manage fair, equitable and innovative compensation programs policies, processes, and systems support, evolving as necessary to ensure Brookings is competitive and can attract, retain and reward high performing employees.
  • Oversee the design and management of all rewards and recognition programs to include bonus and incentive programs and service awards.
  • Monitor the effectiveness of compensation programs in achieving their stated objective; make recommendations and implement changes leveraging best practices that are cost-effective and consistent with institutional objectives.
  • Maintain, review, and update formal salary range structures; provide subject matter expertise and guidance for annual market adjustments to salary ranges and merit increase guidelines for the organization. Partner with external consultant on periodic market pricing updates.
  • Lead twice-yearly internal salary and position reviews and related activities and communications.
  • Participate in and analyze results of salary surveys; research and evaluate market pay practices and make recommendations for salary structure and base pay.
  • Collaborate with Staffing team (HR Business Partners and Talent Acquisition) to evaluate new positions and determine appropriate salary grade assignments; direct, review and approve new hire salary recommendations.
  • Provide oversight and guidance on position alignment and overall position management activities; provide advice on pay decisions, policy interpretations, and job evaluations.
  • Drive an effective partnership between Compensation and Staffing teams, sharing/transfer of knowledge, increase understanding of all aspects and considerations around compensation programs and practices.
  • Support the CHRO in the management of executive compensation.
  • Ensure plan compliance with relevant regulatory standards and statutes including compliance with Fair Labor Standards Act.
  • Partner with colleagues on the oversight, compliance, and administration of the Affirmative Action Plan, 990s and other compliance reporting.
  • Lead the effort to build a culture of pay transparency within the institution.  Partner with and train leadership and managers to ensure compensation practices are applied consistently and fairly.
  • Work in conjunction with colleagues to create content and learning programs to facilitate organizational understanding of compensation philosophy and programs.
  • Partner with Director of Benefits and Benefits team to develop and communicate a Total Rewards program.
  • Maintain awareness of economic and pay practice trends within industry.


HR Systems Strategy and Data Management (40%)

  • Direct the ongoing administration and governance structure of the HRs systems, including Workday HCM, to support short and long-term organization goals, enable efficiency, and in close collaboration with leadership, technology, functional leads, and end-users. Serve as a Workday champion and promote user adoption.
  • Serve as a strategic partner to ensure delivery on all HR systems project phases including scope, business requirements, planning, analysis, process design, vendor selection, testing and training.
  • Provide leadership to the HR Systems team and ensure that all system processes and practices attain the highest level of HR data integrity by establishing standards of excellence to achieve expected values and delivery of system functionality & reporting.
  • Responsible for developing and building all HR analytics to provide actionable insights for data focused decision making. Ensure integrity and consistency of reporting. Draft summary information for Brookings leadership and community.
  • Consult with leaders independently to develop appropriate reports, metrics, and analytical dashboards that meet their needs. Communicate analyses and insights to leaders and other stakeholders by summarizing conclusions, translating analytics into clear, understandable themes.
  • Develop standard reporting measures and processes; develop techniques for compiling, preparing and presenting data and ensure compliance with federal, state and local compensation laws and regulations.
  • Ensure the management and prioritization of enhancements, break/fix issues, and standard maintenance.
  • Ensure that the creation and maintenance of training and communications is taking place.


HR Strategy, Planning and Daily Operations (20%)

  • Contribute to and manage the development and execution of HR strategies, projects and plans.  Collaborate with VP/CHRO and HR Management team to ensure integration and alignment of initiatives and resources.
  • Support management of the collective bargaining agreement. Provide information to union and General Counsel’s office.
  • Ensure high quality, responsive services are provided to internal clients.
  • Continually review internal HR practices and processes focused on compliance and implementing best practices that fit business needs, operational efficiency, and institutional structure and culture.
  • Keep current on effective HR trends and best practices. Establish and maintain a network of informed and helpful professional colleagues.
  • Establish/maintain a high-performing team of professional, motivated, and engaged staff utilizing effective training, performance management and career-development activities while leading them to achieve established business results and performance metrics.
  • Perform other duties as needed and participate in special projects as assigned.






Ready to make an impact? In this role you will support Brookings values of collegiality, respect, inclusion, diversity and community, and bring the following qualifications:


Education/Experience Requirements:


Bachelor's degree with a minimum of ten years progressing responsible experience in administering compensation programs, along with HCM system administration and data management. Minimum five years of management/supervisory experience. Strong preference for candidates with previous large enterprise Workday implementation and administration experience; Workday, CCP, CEBS, or other relevant certifications preferred. Experience leading a multi-state HR function where a portion of the workforce is unionized a plus. Must be authorized to work for any employer in the U.S.


Knowledge/Skill Requirements:


Broad and advanced knowledge of compensation theory and practice in implementation of organization-wide pay structures and special pay and incentive policies. Strong quantitative and analytical skills and expertise in interpreting and presenting data. Ability to lead efforts to ensure optimization of HR technology platforms. Expert proficiency in Microsoft Office Suite (Excel, Word, PowerPoint). Excellent project management skills and ability to meet deadlines. Must be able to thrive in a demanding, change-oriented, fast-paced environment. Ability to think strategically about problems and possesses skill in tactical execution. Demonstrated ability to audit data and identify, analyze, and develop solutions. High degree of executive presence and professionalism with the ability to engage with all levels of an organization and maintain confidentiality. Well organized and confident, team player and team leader with excellent communication and presentation skills. Working knowledge of regulatory and governing standards for compensation, payroll, health and welfare benefits, retirement plans, FMLA, workers’ compensation and disability.


Additional Information:


What can we offer you? Brookings provides a generous benefit package that is comprehensive and includes both traditional benefits and unique offerings.


Brookings requires that all applicants submit a cover letter and resume. Please attach your cover letter and resume as one document when you apply. Please note: if you have applied to more than one Brookings job opening you should add a position-specific cover letter as a separate attachment.


Successful completion of a background investigation is required for employment at Brookings.


Brookings welcomes and celebrates diversity in all its forms.  We welcome applications that reflect a variety of backgrounds based on ideology, race, ethnicity, religion, gender, sexual orientation, gender identity or expression, disability, veteran status, first generation college goers, and other factors protected by law. Brookings is proud to be an equal-opportunity employer that is committed to promoting a diverse and inclusive workplace.



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