OPT Compensation Director Jobs
Compensation Director jobs on OPT require employers to sponsor an H-1B visa or satisfy the specialty occupation standard, since this role demands advanced HR or business analytics expertise. Your 12-month STEM extension may apply if your degree is in a qualifying field. Most openings are at large enterprises with dedicated total rewards teams.
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Research Reactor
A life-saving operation in the middle of America — the University of Missouri Research Reactor (MURR) — needs you to help guide its future. MURR is expanding its critical cancer-fighting and medical isotope production.
MURR’s reactor is the highest-power university research reactor in the United States, operating at 10 megawatts, 6.5 days a week and 52 weeks a year. The MURR facility enables research across many disciplines – From investigating ancient cultures and how plants respond to their environment, to analyzing industrial materials and developing radiopharmaceuticals that have lifesaving clinical applications. The MURR facility is a reliable resource for researchers, scientists, engineers and students across the country.
Be a part of the future of fighting cancer and saving lives.
Be a part of MURR.
Job Description
The Associate Director of Human Resources serves as a strategic partner and trusted advisor to the University of Missouri Research Reactor (MURR). Reporting to the Executive Director of MURR with accountability to the Associate Vice Chancellor for the Office of Human Resources (OHR), this role provides business-focused HR guidance aligned with MURR’s mission and university-wide HR priorities.
This position works collaboratively with MURR, its divisional leadership, Business & Finance Officer (BFO), and central HR Centers of Expertise (COEs) to strengthen the employee experience, support effective workforce practices, and promote continuous improvement across MURR. The incumbent will serve in an official advisory capacity to MURR’s Senior Leadership Team (SLT).
Employee Relations: Partners with leaders and employees to address workplace concerns, support early conflict resolution, and promote positive working relationships. Conducts fact-finding and investigations and provides guidance on performance, compliance, and University policy/practice matters. Supports leaders in evaluating options and identifying appropriate next steps, including personnel-related action, performance improvement plans, and separations, with attention to consistency and risk. Assists with planning and navigating transitions, layoffs, off boarding, and related communications. Supports the offboarding process by interviewing identified departing employees in person and developing written reports to inform MURR leadership in decision-making. Engages Employee & Labor Relations COE and other institutional subject-matter experts (SMEs) as needed to support timely, well-aligned solutions.
HR Programs, Processes, and Policy Implementation: Works with MURR leaders to build shared understanding and consistent application of federal/state regulations and University Collected Rules and Regulations (CRRs). Supports compliance and risk mitigation by providing practical guidance and helping teams apply policies appropriately. Identifies opportunities to streamline workflows and strengthen HR processes in partnership with MURR divisions and OHR partners. Monitors and shares HR metrics to inform planning, support accountability, and drive improvement. Coordinates with institutional SMEs to ensure alignment with University standards and practices.
Compensation and Classification: Conducts job audits and analysis, including Position Classification Questionnaires (PCQs), to support accurate classification and documentation. Develops and updates position descriptions in partnership with divisions and centers. Guides leaders through pay-related requests (e.g., reclassification, off-cycle changes), including process, documentation, and rationale. Provides guidance on compensation/classification architecture, institutional philosophy, regulatory considerations, and best practices. Oversees the annual salary increase process and gives guidance and support to departmental recommendations. Partners with the Compensation COE.
Employee Experience and Performance Management: Collaborates with leaders to strengthen team effectiveness, address productivity challenges, and support effective communication and feedback practices. Oversees the annual performance review/appraisal process and facilitates calibration discussions to promote consistency and equity. Provides training and resources for supervisors and employees related to performance management processes and expectations. Recommends professional development solutions aligned to role needs and MURR priorities. Supports onboarding, orientation, and training approaches that build capability and engagement. Facilitates succession planning and talent development discussions to strengthen future readiness. Uses available survey feedback (pulse, climate, exit) to monitor trends and inform personnel planning. Partners with the Learning & Organizational Development COE.
Recruitment and Onboarding: Consults with hiring authorities to strengthen recruitment strategies, streamline hiring processes, and support equitable outcomes. Advises on best and compliant selection practices. Helps implement an employee-centered onboarding experience and recommends improvements based on feedback and workforce needs. Maintains awareness of workforce dynamics to identify retention opportunities and engagement strategies. Partners with Talent Acquisition COE.
Organizational Effectiveness: Works alongside MURR leadership to identify opportunities that strengthen organizational effectiveness and culture. Supports change management efforts through planning, communication, and practical tools that help teams navigate transitions. Coordinates employee engagement and recognition initiatives, including climate survey interpretation and planning. Understands and applies HR analytics to provide actionable insights that support workforce planning and decision-making. Collaborates with leaders and employees to strengthen engagement and support effective communication. Partners with the Learning & Organizational Development COE.
Workforce Planning and Design: Collaborates with MURR leadership and recruiters to assess current and future staffing needs. Uses data analytics to support forecasting discussions and staffing plans, including critical roles and resource considerations. Provides consultation and coaching to support organizational design conversations and implementation planning. Partners with HRIS and Data Analytics COEs to support coordinated, well-informed workforce decisions.
Leadership and Additional Responsibilities: Provides administrative supervision to assigned staff, supporting development, performance, and team effectiveness. Contributes to additional projects and responsibilities in support of MURR, OHR, and the broader University of Missouri.
Shift
Monday – Friday 8am – 5pm. Weekends and nights as required
Minimum Qualifications
A bachelor's degree or an equivalent combination of education and experience and at least 6 years of experience from which comparable knowledge and skills can be acquired is necessary.
Preferred Qualifications
Experience navigating complex organizations and employee populations using a consultative, solutions focused approach.
Demonstrated ability to lead team initiatives, manage change, and handle complex employee relations issues.
Strong service orientation and ability to build and sustain trusted relationships with leaders and staff.
Experience aligning HR initiatives with organizational goals and specialized knowledge in areas like compensation, benefits, talent acquisition, or organizational development.
Higher education and business acumen, with the ability to synthesize and present information to varied stakeholder groups.
Advanced degree and/or relevant professional certification(s).
Anticipated Hiring Range
Salary Range: $90,000 - $120,000 annually
Grade: GGS-012
University Title: Associate Director Human Resources
Internal applicants can determine their University title by accessing the Talent Profile tile in myHR.
Application Materials
CV and Cover Letter
Community Information
Columbia offers small-town friendliness with big city features and a high quality of life for people of all ages and interests. Founded on education and known as an ideal college town, its location also makes it an attractive spot for businesses and travelers. Located on Interstate 70 and U.S. Highway 63, Columbia is right in the middle of the state and the nation. Just a couple hours’ drive from St. Louis and Kansas City, Columbia is Boone County’s largest population center offering big-city culture, activities, and resources with a low cost of living. Columbia is home to a variety of restaurants and entertainment venues and hosts more than a dozen festivals each year. If you want to grow your career, continue your education, raise a family, and retire, Columbia is a good place to be!
Benefit Eligibility
This position is eligible for University benefits. As part of your total compensation, the University offers a comprehensive benefits package, including medical, dental and vision plans, retirement, paid time off, short- and long-term disability, paid parental leave, paid caregiver leave, and educational fee discounts for all four UM System campuses. For additional information on University benefits, please visit the Faculty & Staff Benefits website at https://www.umsystem.edu/totalrewards/benefits.
Equal Employment Opportunity
The University of Missouri is an Equal Opportunity Employer.
To request ADA accommodations, please call the Director of Accessibility and ADA at 573-884-7278.
Hiring Department
Research Reactor
A life-saving operation in the middle of America — the University of Missouri Research Reactor (MURR) — needs you to help guide its future. MURR is expanding its critical cancer-fighting and medical isotope production.
MURR’s reactor is the highest-power university research reactor in the United States, operating at 10 megawatts, 6.5 days a week and 52 weeks a year. The MURR facility enables research across many disciplines – From investigating ancient cultures and how plants respond to their environment, to analyzing industrial materials and developing radiopharmaceuticals that have lifesaving clinical applications. The MURR facility is a reliable resource for researchers, scientists, engineers and students across the country.
Be a part of the future of fighting cancer and saving lives.
Be a part of MURR.
Job Description
The Associate Director of Human Resources serves as a strategic partner and trusted advisor to the University of Missouri Research Reactor (MURR). Reporting to the Executive Director of MURR with accountability to the Associate Vice Chancellor for the Office of Human Resources (OHR), this role provides business-focused HR guidance aligned with MURR’s mission and university-wide HR priorities.
This position works collaboratively with MURR, its divisional leadership, Business & Finance Officer (BFO), and central HR Centers of Expertise (COEs) to strengthen the employee experience, support effective workforce practices, and promote continuous improvement across MURR. The incumbent will serve in an official advisory capacity to MURR’s Senior Leadership Team (SLT).
Employee Relations: Partners with leaders and employees to address workplace concerns, support early conflict resolution, and promote positive working relationships. Conducts fact-finding and investigations and provides guidance on performance, compliance, and University policy/practice matters. Supports leaders in evaluating options and identifying appropriate next steps, including personnel-related action, performance improvement plans, and separations, with attention to consistency and risk. Assists with planning and navigating transitions, layoffs, off boarding, and related communications. Supports the offboarding process by interviewing identified departing employees in person and developing written reports to inform MURR leadership in decision-making. Engages Employee & Labor Relations COE and other institutional subject-matter experts (SMEs) as needed to support timely, well-aligned solutions.
HR Programs, Processes, and Policy Implementation: Works with MURR leaders to build shared understanding and consistent application of federal/state regulations and University Collected Rules and Regulations (CRRs). Supports compliance and risk mitigation by providing practical guidance and helping teams apply policies appropriately. Identifies opportunities to streamline workflows and strengthen HR processes in partnership with MURR divisions and OHR partners. Monitors and shares HR metrics to inform planning, support accountability, and drive improvement. Coordinates with institutional SMEs to ensure alignment with University standards and practices.
Compensation and Classification: Conducts job audits and analysis, including Position Classification Questionnaires (PCQs), to support accurate classification and documentation. Develops and updates position descriptions in partnership with divisions and centers. Guides leaders through pay-related requests (e.g., reclassification, off-cycle changes), including process, documentation, and rationale. Provides guidance on compensation/classification architecture, institutional philosophy, regulatory considerations, and best practices. Oversees the annual salary increase process and gives guidance and support to departmental recommendations. Partners with the Compensation COE.
Employee Experience and Performance Management: Collaborates with leaders to strengthen team effectiveness, address productivity challenges, and support effective communication and feedback practices. Oversees the annual performance review/appraisal process and facilitates calibration discussions to promote consistency and equity. Provides training and resources for supervisors and employees related to performance management processes and expectations. Recommends professional development solutions aligned to role needs and MURR priorities. Supports onboarding, orientation, and training approaches that build capability and engagement. Facilitates succession planning and talent development discussions to strengthen future readiness. Uses available survey feedback (pulse, climate, exit) to monitor trends and inform personnel planning. Partners with the Learning & Organizational Development COE.
Recruitment and Onboarding: Consults with hiring authorities to strengthen recruitment strategies, streamline hiring processes, and support equitable outcomes. Advises on best and compliant selection practices. Helps implement an employee-centered onboarding experience and recommends improvements based on feedback and workforce needs. Maintains awareness of workforce dynamics to identify retention opportunities and engagement strategies. Partners with Talent Acquisition COE.
Organizational Effectiveness: Works alongside MURR leadership to identify opportunities that strengthen organizational effectiveness and culture. Supports change management efforts through planning, communication, and practical tools that help teams navigate transitions. Coordinates employee engagement and recognition initiatives, including climate survey interpretation and planning. Understands and applies HR analytics to provide actionable insights that support workforce planning and decision-making. Collaborates with leaders and employees to strengthen engagement and support effective communication. Partners with the Learning & Organizational Development COE.
Workforce Planning and Design: Collaborates with MURR leadership and recruiters to assess current and future staffing needs. Uses data analytics to support forecasting discussions and staffing plans, including critical roles and resource considerations. Provides consultation and coaching to support organizational design conversations and implementation planning. Partners with HRIS and Data Analytics COEs to support coordinated, well-informed workforce decisions.
Leadership and Additional Responsibilities: Provides administrative supervision to assigned staff, supporting development, performance, and team effectiveness. Contributes to additional projects and responsibilities in support of MURR, OHR, and the broader University of Missouri.
Shift
Monday – Friday 8am – 5pm. Weekends and nights as required
Minimum Qualifications
A bachelor's degree or an equivalent combination of education and experience and at least 6 years of experience from which comparable knowledge and skills can be acquired is necessary.
Preferred Qualifications
Experience navigating complex organizations and employee populations using a consultative, solutions focused approach.
Demonstrated ability to lead team initiatives, manage change, and handle complex employee relations issues.
Strong service orientation and ability to build and sustain trusted relationships with leaders and staff.
Experience aligning HR initiatives with organizational goals and specialized knowledge in areas like compensation, benefits, talent acquisition, or organizational development.
Higher education and business acumen, with the ability to synthesize and present information to varied stakeholder groups.
Advanced degree and/or relevant professional certification(s).
Anticipated Hiring Range
Salary Range: $90,000 - $120,000 annually
Grade: GGS-012
University Title: Associate Director Human Resources
Internal applicants can determine their University title by accessing the Talent Profile tile in myHR.
Application Materials
CV and Cover Letter
Community Information
Columbia offers small-town friendliness with big city features and a high quality of life for people of all ages and interests. Founded on education and known as an ideal college town, its location also makes it an attractive spot for businesses and travelers. Located on Interstate 70 and U.S. Highway 63, Columbia is right in the middle of the state and the nation. Just a couple hours’ drive from St. Louis and Kansas City, Columbia is Boone County’s largest population center offering big-city culture, activities, and resources with a low cost of living. Columbia is home to a variety of restaurants and entertainment venues and hosts more than a dozen festivals each year. If you want to grow your career, continue your education, raise a family, and retire, Columbia is a good place to be!
Benefit Eligibility
This position is eligible for University benefits. As part of your total compensation, the University offers a comprehensive benefits package, including medical, dental and vision plans, retirement, paid time off, short- and long-term disability, paid parental leave, paid caregiver leave, and educational fee discounts for all four UM System campuses. For additional information on University benefits, please visit the Faculty & Staff Benefits website at https://www.umsystem.edu/totalrewards/benefits.
Equal Employment Opportunity
The University of Missouri is an Equal Opportunity Employer.
To request ADA accommodations, please call the Director of Accessibility and ADA at 573-884-7278.
See all OPT Compensation Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Compensation Director Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship in Compensation Director
Lead with your analytical credentials
Compensation Directors are expected to design pay structures using statistical modeling and market benchmarking. Emphasize your proficiency in compensation analysis tools and any experience with salary surveys, job architecture, or equity program design from internships or prior roles.
Target large enterprises with total rewards teams
Companies with dedicated compensation functions are far more likely to sponsor OPT workers than small businesses. Focus on Fortune 500 employers, major financial institutions, and large healthcare systems, where structured HR departments handle sponsorship as a routine part of hiring.
Understand your OPT authorization timeline
Standard OPT gives you 12 months of work authorization. If your degree is in a STEM field like business analytics or data science, you may qualify for a 24-month extension, giving employers more runway before needing to file an H-1B visa petition on your behalf.
Address sponsorship directly in your cover letter
Senior HR roles attract experienced candidates. Acknowledging your OPT status upfront and explaining the H-1B process timeline removes uncertainty for hiring managers unfamiliar with work authorization requirements, positioning you as a transparent and organized candidate worth investing in.
Build credibility with compensation certifications
Credentials like WorldatWork's Certified Compensation Professional designation signal technical depth that can justify the effort of OPT sponsorship. Employers weighing sponsorship costs are more likely to proceed when a candidate demonstrates specialized expertise beyond a general HR background.
Network inside total rewards and HR communities
Many Compensation Director openings are filled through professional networks before public posting. Attending WorldatWork events, connecting with total rewards leaders, and engaging in HR forums puts you in front of decision-makers at companies that already understand executive-level HR sponsorship.
Compensation Director OPT: Frequently Asked Questions
Can F-1 OPT students work as Compensation Directors in the United States?
Yes. F-1 OPT authorizes full-time employment in roles directly related to your degree field. A Compensation Director role typically qualifies if your degree is in human resources, business administration, finance, or a related discipline. You must ensure the job aligns with your field of study to maintain valid OPT status.
Where can I find Compensation Director jobs that are open to OPT candidates?
Migrate Mate is built specifically for F-1 OPT and international students seeking U.S. roles with visa sponsorship. You can filter Compensation Director openings by sponsorship willingness, saving time you'd otherwise spend screening out employers who won't work with international candidates. Browse current listings directly on Migrate Mate.
Does a Compensation Director role qualify for the STEM OPT extension?
It depends on your degree, not the job title. If your undergraduate or graduate degree is in a STEM-designated field such as management information systems, applied statistics, or data science, you may qualify for the 24-month STEM OPT extension. A general HR or business management degree typically does not qualify, so verify your CIP code with your DSO before assuming eligibility.
Will employers sponsor an H-1B for a Compensation Director on OPT?
Many large employers will, particularly those with established HR departments and experience navigating work authorization. Compensation Director is a specialty occupation requiring advanced business or HR expertise, which satisfies the H-1B's degree requirement. Smaller companies without in-house legal counsel are less likely to initiate sponsorship for senior HR roles, so targeting enterprise employers improves your odds significantly.
What should I do if my OPT expires before my H-1B is approved?
If your employer files an H-1B cap-subject petition before your OPT expires and you have a timely filed extension or STEM OPT in place, a cap-gap provision may extend your work authorization through September 30 of that year. Work with your DSO immediately when you receive a job offer to map out your authorization timeline and ensure no gaps occur before your start date.