Company Description

Uncommon Schools is a nonprofit network of high-performing, public charter schools providing an outstanding K-12 education in historically under-resourced communities. We have proudly built schools that reflect our student population, with more than 60% of our teachers and staff across our network identifying as a person of color. Uncommon currently manages 53 schools serving more than 20,000 students in five cities: Boston, Camden, New York City, Newark and Rochester. We are proud that Uncommon graduates persist in and graduate from college at five times the rate of their peers nationally. We achieve this by offering strong academic, co-curricular, and social-emotional learning that prepares students for success in college and beyond.

Job Description

The Senior Director of Total Rewards will have the opportunity to carry forward and refine Uncommon School's compensation philosophy, practices, and procedures and partner with HR and School Operations teams around benefits offerings. They will partner with the ET, regional leadership, our Head of Talent to lead core compensation  policies, programs, and processes (including job evaluation, salary structure development, external benchmarking, stipends, etc.). The person will also play a meaningful role in the analysis, design, implementation, and advancement of holistic employee value proposition. As part of the team that shapes the direction of total rewards at Uncommon, the ideal candidate is a hands-on influencer who deeply cares about organizational equity; is not afraid to roll up their sleeves and move projects forward; and approaches work with evidence and data-based inquiry, and has experience leading change management initiatives in an organization at scale.

Core Cuties & Responsibilities

• Refine, deploy, and manage compensation structures and job architecture for all functions, to ensure the achievement of equitable employee compensation, rewards, and benefits. This includes day-to-day management of pay scales for different employee groups and across multiple geographical regions.
• Develop and manage annual salary planning processes, including the allocation of the budget, technical processes, as well as training for regional and school leadership
• Using internal and external benchmarks, build a relevant market pricing process to ensure pay practices are aligned with organizational philosophies and federal and state requirements
• Configure, develop and document systems and procedures to improve operational efficiency and guarantee adherence to organizational policies and ensure equity and transparency of Uncommon's Compensation, Benefits, and Leave practices.
• Partner with Talent teams, Finance, and others on a variety of projects including program design, analysis, budgeting, and implementation of new compensation or  benefits programs and offerings.
• Serve as a liaison for total rewards related matters with regional and school-based leadership as well as all other functional teams including Talent Strategy, Human Resources, Payroll, Finance, Operations, etc. and ensure relevant staff members are trained and knowledgeable on processes and compliance requirements

Qualifications

• 10 years of professional experience with 5-6 years of directly related experience
• A minimum of 3 years experience either: 
  • working in compensation or total rewards - or 
  • leading compensation and financial planning in a K-12 organization
• Knowledge of compensation laws (FLSA, adverse impact) and compensation
• Outstanding analytical skills, with significant experience in efficiently gathering and manipulating data to perform quantitative and qualitative data analyses with analytical tools, especially MS Excel.
• Direct experience with project management, preferably in process improvement
• Proven track record of leading change in the areas of people, process, and technology
• Strong written and oral communication skills - experience communicating and presenting to Executive and senior leadership

Additional Information

Our people are what make us uncommon. It’s important to us that our compensation practices align with our values and enhance our ability to attract and retain talent.  Our compensation philosophy is focused on equity and fairness, retaining our talented staff and valuing their expertise, and transparency and clarity.

Compensation for this position: The starting compensation for this role based in NYC is between $148,200 to $185,300 and generally, we expect that qualified candidates in this location will be made an offer between $148,200 and $166,800. The starting pay will depend on a variety of factors that may include but are not limited to experience, education, training, certification, and location. Because we value staff staying in their roles over time, we do not currently cap salary ranges.

Uncommon believes in the importance of being a diverse, equitable and inclusive organization that enables our students and staff to thrive. We are committed to building a talented team that reflects the diverse backgrounds and experiences of our students. At the same time, we work to ensure an inclusive community through creating a space for meaningful dialogue about issues of race and identity for our staff and students.  As an equal opportunity employer, we hire without consideration to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, veteran status or disability.