Compensation Manager

Grand Canyon Education (GCE) is a rapidly growing educational service company that has long been an industry leader in providing educational, operational, and technological support services to the post-secondary education sector. Formerly part of Grand Canyon University (GCU), GCE still works closely with GCU to benefit thousands of students, families, and the local inner-city community. We put people first, drive innovation, and do good in the community that we live and work in.

The Compensation Manager is responsible for managing the Compensation Analyst that is responsible for the development, implementation, and administration of the organization’s compensation programs to ensure they are equitable, competitive, and aligned with the organization’s vision, strategic goals, and regulatory requirements for both Grand Canyon Education, Inc. and its client Grand Canyon University. This is a key role, reporting to the Associate Vice President, Human Resources and partners with finance, and academic and administrative stakeholders to support workforce planning, attraction, retention, and compliance within a complex higher-education environment.

The Compensation Manager oversees the Compensation Analyst that’s responsible for job architecture, position classification, salary structures, market pricing, and pay equity analyses for faculty, staff, and administrative roles. These positions ensure compliance with federal, state, and local regulations, including FLSA and other applicable laws, while promoting transparency, consistency, and best practices across Grand Canyon Education, Inc. and its partner, Grand Canyon Education. Additionally, the role provides strategic guidance on compensation-related initiatives and delivers data-driven insights to inform executive leadership decision-making.

Schedule: Hybrid, one day a week on-site
Benefits: Full benefits portfolio including tuition package

What You Will Do:

• Manage the design, delivery and administration of all compensation programs and processes.
• Monitor effectiveness of programs and make recommendations for changes, model cost impact and present recommendations.  Research best practices through surveys and other information sources.
• Develop effective and compelling compensation training and communications strategies, tools, and processes to optimize perceived value, and ensure regulatory compliance.
• Draft and implement compensation policies.
• Ensure compliance with all compensation related laws and regulations including FLSA, ACA, IPEDS etc.
• Build and maintain strong partnerships with HR team members, Finance, Payroll, IT, Legal and external partners.
• Ability to analyze, diagnose and solve moderate to highly complex multivariable situations.
• Strong analytical and quantitative skills for financial modeling, salary structure-design, market benchmarking and job evaluation.
• Manage design and development of compensation strategy and structure to ensure internal equity, competitive salary levels and regulatory compliance. 
• Develop and maintain salary pay structure and position title framework for staff.  Oversee administration of special compensation programs including faculty and DOE-regulated enrollment operations compensation programs and collaborate with leaders to ensure competitive positioning. 
• Collaborate and provide counsel to the Executive team, HR Business Partners, Talent Acquisition and Workday teams regarding compensation solutions, issues, job bands/grade levels, job descriptions, etc.
• Supervise the daily responsibilities for the Compensation Analyst; trains and mentors to promote professional growth and high-performance.
• Respond to escalated compensation inquiries, assess employees’ needs and advise counsel and employees appropriately, provide options for resolution within a timely manner.
• Supervisory Responsibilities Manages the Compensation Analyst. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

What You Will Have:

• Bachelor’s degree in human resources, business, or a related field.
• Master’s degree preferred.
• Compensation Certifications preferred, CCP.
• Successful track record in positions of increasing responsibility within the compensation function, which includes a minimum of 8 years of direct Human Resources and compensation experience, including classification programs with a minimum employee base greater than 3500, preferably multistate.
• Four years in a Human Resources leadership role.
• Ability to operate at a strategic level with senior executives as at a tactical operational level.
• Experience with business analytics.
• Must pass pre-employment background investigation.

Why work at GCE:

• Exceptional workplace benefits include medical, dental, vision, life and disability insurance, flexible spending accounts, a 401K savings plan
• Generous time off plan and 11 paid holidays
• Paid time off to volunteer in the community or at GCU sponsored events
• Free covered parking
• We also offer full-time employees, their spouses, and dependent children an Education Tuition Discount Program
• Free on-site gyms at all our office locations

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