Associate Vice Chancellor, Classification and Compensation

Job Title: Associate Vice Chancellor, Classification and Compensation
Location: USO-TW Building ATL
Regular/Temporary: Regular
Full/Part Time: Full-Time
Job ID: 289785
About Us

The University System of Georgia (USG) is comprised of 26 higher education institutions as well as the University System Office (USO). Within the USO, our administrative operations are primarily housed in the Trinity Washington Building located in downtown Atlanta. Our Information Technology Services (ITS) division is located in Athens. The University System of Georgia Shared Services Center (SSC) is located in Sandersville. The Georgia Public Library System is located in Atlanta. The Georgia Archives is located in Morrow. The State of Georgia Records Center is located in Austell.

Job Summary

The Associate Vice Chancellor of Job Classification and Compensation provides strategic leadership, oversight, and system-wide guidance for the development, implementation, and management of the classification and compensation framework across the University System of Georgia's (USG) multi-campus public higher education system.

Operating within a centralized human resources function, the incumbent supports classification and compensation practices that span diverse institutions, ranging from research, comprehensive, and state universities and state colleges and serving faculty, professional staff, and administrative personnel.

This position will provide executive leadership for classification and compensation across USG and advance a unified framework grounded in market insights and designed to meet the needs of diverse institutions-including research universities, comprehensive universities, state universities, and state colleges, and the faculty, professional staff, and administrative personnel they employ.

This position ensures transparency, consistency, competitiveness, and compliance with applicable laws, regulations, and policies. The Associate Vice Chancellor leads a team of compensation professionals and collaborates closely with system office and institutional HR leaders to support strategies that strengthen recruitment, retention, and alignment with USG's commitment to a unified, data-driven compensation approach.

Responsibilities

• Provide executive leadership in the design, implementation, and oversight of a systemwide classification and compensation framework.

• Partner with institutional HR leaders and executive leadership to ensure alignment with USG goals, policies, and strategic priorities.

• Lead a unified, system-wide strategy for job classification and compensation that supports recruitment and retention.

• Design and maintain classification structures (including job families, titling conventions, and career frameworks) to ensure clarity, consistency, and alignment across institutions.

• Ensure compliance with federal, state, and local employment laws (e.g., FLSA, EEOC), and BOR system-wide policies.

• Collaborate with institutional HR directors and campus leadership to address compensation issues, resolve disputes, and support classification reviews and decisions.

• Serve as a key resource and thought leader for system-wide HR technology projects, including HRIS upgrades, job architecture integrations, and compensation tools.

• Lead and develop a high-performing team of data and job classification and compensation specialist.

• Provide expertise and counsel to senior leadership on compensation trends, workforce planning, and talent retention strategies.

• Lead organizational change efforts that modernize and streamline compensation processes across the system.

• Guide and support workforce planning initiatives with data-driven compensation insights.

• Coordinate regular training and communication to ensure shared understanding of job classification and compensation practices across the system.

Required Qualifications

• Master's degree in Human Resources, Business Administration, Public Administration, or related field.

• Over five years of management experience required.

• Demonstrated success in designing, implementing, and managing large-scale classification and compensation frameworks, preferably within a public sector or higher education setting.

• In-depth knowledge of federal and state employment laws and compensation regulations.

• Experience leveraging compensation systems, ERP platforms, and analytics tools to support data-driven decision-making.

Preferred Qualifications

• Minimum of 10 years of progressively responsible experience in classification and compensation

• Professional certification (e.g., CCP, PHR, SHRM-CP) or progress toward certification.
• Experience leading compensation strategy for multi-campus systems or large, complex organizations.

• Demonstrated success driving process modernization, policy alignment, and organizational change in large, diverse environments.

Knowledge, Skills, & Abilities

• Strong strategic thinking, analytical, and project management skills with the ability to manage multiple priorities under tight timelines.

• Proven ability to lead organizational change efforts and introduce data-driven practices in complex organizations.

• Demonstrated ability to build consensus among executive leadership, institutional HR leaders, and diverse stakeholder groups.

• Exceptional written and verbal communication skills with the ability to present complex information clearly and persuasively to executive audiences.

• Familiarity with compensation analytics tools and data visualization dashboards (e.g., Power BI, Tableau) for strategic planning and reporting.

USG Core Values

The University System of Georgia is comprised of our 26 institutions of higher education and learning as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found on-line at .

Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found on-line at .

Conditions of Employment

Offers of employment are subject to federal and state laws, as well as the statutes, rules, and regulations of this institution, and the Bylaws and Policies of the Board of Regents (BOR) of the University System of Georgia (USG). These Bylaws and Policies are available for inspection upon request.

Equal Employment Opportunity

The University System Office is an equal employment, equal access, and equal opportunity employer. It is the policy of the University System Office to recruit, hire, train, and promote persons without regard to race, color, national or ethnic origin, age, disability, gender, religion, sexual orientation, gender identity or veteran status as required by applicable state and federal laws (including Title VI, Title VII, Title IX, Sections 503, and 504, ADEA, ADA, E.O. 11246, and Rev. Proc. 75-50).

For questions or more detailed information regarding this policy please contact the University System Office Human Resources at . Individuals requiring disability related accommodations for participation in any event or to obtain print materials in an alternative format, please contact Human Resources.

Other Information

Supervisory Responsibility:

Compensation Team

Other Information

Work Environment and Physical Demands:

• Central system office-based position.

• Occasional travel to campuses or systemwide meetings.
• Must be able to work collaboratively across institutions with diverse missions and resource levels.

Background Check

Offers of employment are subject to a background investigation, including criminal records history, to determine eligibility for employment. Additionally, credentials and employment history stated in your application materials are also subject to verification.

For certain positions, a satisfactory credit check, MVR, or other relevant investigations may also be conducted. The University System Office holds the sole discretion in assessing eligibility for employment.