Executive Compensation Analyst jobs in Richmond, VA

We are seeking a motivated individual with a willingness to learn and grow in the field of compensation. As a member of our team, you will have the opportunity to develop expertise in compensation practices while leveraging your existing knowledge of HRIS systems and processes. The incumbent serves The Department of Human Resources and Talent Management, and Chesterfield County Public Schools providing leadership, advisement, analytics, reporting, support, and training, regarding compensation. 

• Assists in leading the system-wide compensation and classification program: 

  • Provides research and statistical analysis of various compensation issues

  • Performs market research and salary surveys to gather data for compensation analysis 

  • Researches and evaluates organizational needs and market trends and develops new or enhanced compensation programs, methods and approaches 

  • Plans, designs, develops and compiles salary surveys as needed. Conducts historical trend analysis as well as forecasting

  • Prepares impact/cost analysis and advises management of impact of classification and compensation on budget

  • Assist in preparing and maintaining the annual Compensation Plan for distribution to schools and departments

  • Assists in the development and maintenance of salary structures and pay scales 

  • Maintains accurate records and documentation related to job evaluations and compensation decisions

• Provides guidance and training to HR staff, school employees and managers and responds to external inquiries regarding classification and compensation issues, policy interpretation, problem resolution and compliance with human resources regulations and state and federal law.  

• Conducts position classification and salary grade for new or revised job classifications based on job evaluation and internal/external organizational or market factors, as assigned

• Determines the Fair Labor Standards Act (FLSA) exemption for all positions. Provides advice and guidance to managers and employees regarding application of FLSA. 

• Plays a crucial role in efficiently processing, reviewing, and approving Temporary Work Assignment rates for a diverse range of positions, ensuring adherence to established policies and guidelines

• Performs calculations of salary adjustment for promotions, demotions and lateral movements, ensuring equitable and consistent application of compensation policies across the organization 

• Conducts ongoing maintenance and organization of job descriptions on the talent acquisition platform

• Reviews and evaluates internal processes, procedures and systems; identifies opportunities for improvement and participates in the development, enhancement and implementation of department operating policies and procedures to enhance services.

• Actively contributes to the creation and development of comprehensive programs aimed at effectively researching and responding to compensation inquiries 

• Reviews and interprets compensation policies and guidelines

• Performs other related duties as assigned.

N/A

As-need preparation of various documents related to Compensation, to include spreadsheets and summaries of initiatives

Regularly utilizes basic office equipment such as computers, phone, and scanner.

Office Managers, Administrative Assistants, HRIS Administrators, and others throughout CCPS

N/A

Independent decision-making is used when concerns or questions come up that can be solved logically in the position.  The Assistant Director’s approval is recommended when the concern or question is more complex.

Provides feedback to the Assistant Director of Compensation on policies and procedures.

While performing the duties of this job, the employee is regularly required to use hands to lift, support, handle or feel objects, tools, equipment and/or controls; reach with hands and arms; and talk and hear.  This is a light-to-moderately physically active position, which may include extended periods of sitting, walking, and/or standing.  The employee is occasionally required to sit, climb, balance, stoop or kneel, and may be required to lift/move objects up to 25 pounds.

While performing the duties of this job, the employee works in an office environment. The noise level is mild to moderate.

• Excellent attention to detail and accuracy in data analysis. 

• Willingness to learn and/or Knowledge of: classification and compensation administration; job analysis and job evaluation principles, methods and procedures; federal and state wage and salary laws and regulations; principles and theories of compensation administration practices.  

• Demonstrated ability to: communicate effectively, both orally and in writing; plan and organize projects in a team environment to meet deadlines; plan and organize independent work to meet deadlines;analyze problems and develop creative solutions to  compensation issues;use technology to support job functions; such as Google, Word,PowerPoint, Excel, and web-based resources for professional development and communication. 

• Experience with analyzing data, understanding trends, and developing presentations through the appropriate software (Google Slides, PowerPoint, Canva). 

Bachelor’s degree required.  SHRM-CP, SHRM-SCP, or CCP certification preferred. High level of proficiency using spreadsheet software (Microsoft Excel/Google Sheets) 

Applicants considered for employment must successfully complete the following background investigations/tests:

• Federal Bureau of Investigation (FBI) Criminal History Investigation

• State Police Criminal History Investigation

• Child Protective Services (CPS) Investigation

• Tuberculosis Screening/Test

Chesterfield County Public Schools assures Equal Employment Opportunities for employees as required by Federal and State Orders and Laws.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential tasks. This job description is intended to accurately reflect the position activities and requirements.  However, administration reserves the right to modify, add, or remove duties and assign other duties as necessary.  It is not intended to be and should not be construed as an all-inclusive list of all the responsibilities, skills, or working conditions associated with the position and does not imply an employment contract.