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Position Purpose:

The Compensation Program Administrator serves as the university compensation expert, responsible for independently providing strategic leadership and execution of VCU’s staff compensation program, as well as supporting the faculty compensation decision-making process. This position identifies, evaluates and communicates compensation data trends and insights to assist leaders in making data-driven decisions. The Administrator consults as a trusted advisor, with client-facing HR Professionals, the Talent Strategy team, and university leaders to proactively identify and address compensation opportunities to advance VCU’s mission. The Administrator manages complex projects involving cross-functional teams and works independently and with a high degree of autonomy in a fast-paced and evolving environment. Duties include, but are not limited to:

•Leads and implements staff compensation programs and processes, both the internally developed program for university and academic professionals, as well as the state administered classified plan.
Initiates and implements continuous improvement initiatives ensuring compensation programs remain competitive, efficient and innovative.
•Develops tools to include job description templates, job evaluation templates, and pay analysis modeling. Streamlines existing compensation practices and processes.
•Serves as internal compensation consultant, advising HR Professionals and leadership on complex compensation issues, including pay equity analysis.
•Periodically reviews compensation strategy and philosophy, policy, and administrative procedures to ensure continued support for VCU operations; makes recommendations for improvement. Works to ensure that VCU maintains its strategic objectives and competitive place in the marketplace.
•Actively participates in the the design, communication, education, and implementation of compensation programs to ensure they meet the needs of the employee population and the changing requirements of the compensation program, both those developed internally and imposed externally. Develops and provides training; serves as VCU subject matter expert and internal spokesperson relative to compensation.
•Conducts comprehensive compensation analysis to ensure market competitiveness, biannually updating all market pay ranges. Influences compensation decision-making process and outcomes by providing detailed analysis/models, innovative recommendations, and expert knowledge.
•Provides compensation data for executive compensation decisions.
•Monitors federal, state and local compensation regulations. Audits pay practices to ensure compliance with wage and hour laws and regulations, internal and Commonwealth of Virginia pay policies.
•Partners with the HRIS team to maintain appropriate levels of support for efficient compensation processes.
•Ensures that all data pertinent to compensation program delivery is compliant with University standards and HR policies and best practices.

Minimum Qualifications:

• Bachelor’s degree, preferably in business administration, finance, economics, human resources, or related fields. An equivalent combination of education and experience may be accepted.
• Significant progressive broad-based compensation experience, preferably in large, complex organizations.
• Demonstrated knowledge and understanding of compensation theory, concepts, practices, standards, laws and processes.
• Experience consulting and influencing effectively with internal customers, including business partners and executives.
• Experience designing and implementing effective and innovative compensation programs and processes.
• Excellent written and oral communication skills which demonstrate: the ability to effectively convey and explain information and tactfully deal with diverse people, situations and ideas; excellent ability to draft clear, concise specifications, documentation and reports; excellent facilitation, presentation and interpersonal skills; and demonstrated ability to interact with and present to senior leadership.
• Strong analytical, problem solving, critical thinking and organizational and advanced computer skills (for example, Word, Excel, Access, and other related programs).
• Demonstrated ability to work as a leader in a collaborative environment, build consensus and promote exchange of information among project team members and internal units.
• Demonstrated experience working in and fostering a diverse faculty, staff and student environment or commitment to do so as a staff member at VCU.

Preferred Qualifications:

• Certified Compensation Professional (CCP) certification
• Executive compensation experience, higher education experience, HR generalist experience.
• Comprehensive knowledge of contemporary compensation principles and practices.

For more information visit here: https://www.vcujobs.com/postings/106984

ODU is currently seeking a Compensation Analyst. Please see the job description below. 

Job Description 

Under the supervision of the Compensation Manager, this position will perform a variety of responsible professional, technical, and analytical functions in the areas of classification and compensation. It is responsible for the daily provision of compensation and classification services for classified, wage, and administrative/professional faculty positions as assigned. Providing consultation to managers and employees on a variety of classification and compensation related issues. 

It’s responsible for assisting in maintaining the integrity of ODU’s varied classification systems and compensation structures. It performs this work by interpreting and applying a variety of rules, regulations, and standards related to classification and salary: analyzing and evaluating requests for new position establishments, position redefinitions, updates, and other related requests. 
 
It’s responsible for assisting in the compilation and maintenance of a variety of sources for salary reference data, completing salary studies, and producing reports. These involve the manipulation of complex data and the development of meaningful visualizations regarding salaries, workforce demographics, and forecasting the impact of class/comp decisions. 
 
It assists in the design, development, communication, execution, and training of the University’s compensation/classification programs, policies, tools, and processes. Ensures updates to the Compensation/Classification page of the HR website are completed.

• Develop deep understanding of the business and works with Compensation Consultants to manage the compensation strategy that aligns with the business strategy.
• Client interaction: Engage, influence, and provide some consultation to various audiences, including HR Business Partners, line managers, senior management and executives. Provide advice to partners in a way that expands the understanding of compensation principles and programs and maintains data integrity and compliance with guidelines.
• Conduct rigorous analysis of multiple and complex data sources (compensation surveys and market research, talent, workforce, best practices) to create various compensation models. Scenarios may include predictive analytics to identify future trends and risk. Asks well-informed questions to diagnose problems/needs.
• Provide compensation support through job/pay analysis:
• Perform market pricing analyses
• Conduct job evaluations, with capability to determine FLSA classification; job mapping projects as a result of integrations and re-organizations; may assist on leveling projects in partnership with HRBPs and Managers
• Participate in salary surveys and other benchmarking data sources – including pay practices/trends, global, LTI
• Understand needs for market research and features of each survey; identify additional survey/market intelligence sources as needed
• Lead some compensation projects and initiatives in the business, such as the Annual Compensation review and benchmarking studies. Work with internal McKesson partners (e.g., HRIS) to support project goals. Manage multiple analytical projects at the same time, prioritizing and adjusting to meet deadlines.
• Provide guidance and expertise to other Compensation Analysts in the team.
• Operational: May review, provide recommendations, and approve some compensation transactions outside of guidelines, such as promotions, adjustments and internal/external offers.
• Uses technical expertise to work on complex problems where analysis requires rigorous evaluation of multiple factors and data sources.

• Degree or equivalent
• Typically requires 4+ years of relevant experience

• 4+ years Compensation experience and exhibited expertise in 1 or 2 Compensation practice areas (e.g., equity, executive, base pay, variable/sales programs).
• Requires thorough compensation knowledge and experience, preferably in a large, complex organization or corporate setting.
• Understands BU and HR strategy and the alignment with compensation
• Interprets internal/external requirements and recommends solutions/best practices, and alternatives.
• Takes a broad perspective and balances enterprise and BU approach, better leverages the Compensation function to identify solutions for clients.
• Strong relationship builder, an example of teamwork, and a good communicator. Can comfortably be the face to the client, grow relationships across HR and management, and strengthen the value of the Compensation function through good customer service.
• Strong quantitative analysis skills with ability to communicate findings in a clear, concise manner.
• Additional Preferred Knowledge & Skills
• Naturally conscientious about providing accuracy, quality control and thoroughness in all data reports.
• Works on problems of diverse scope where analysis of data requires evaluation of identifiable and unidentifiable factors.
• Possesses business acumen on HR matters, ability to influence, interact and work effectively across Total Rewards function and other related functions, e.g. Talent Management, Talent Acquisition, HR Business Partners, Compensation Consultants, and external vendors.
• Provides critical thinking and problem solving, working with limited direction.
• Provides additional, relevant information than may not have been part of the original ask.
• Provides analysis that identifies the issue, provides understanding, insights, and actionable conclusions.
• CCP Preferred.

• General Office Demands

Sodexo is seeking a Director, Compensation. Reporting to the Senior Director, Compensation, the Director is responsible for the design and implementation of compensation programs for the organization. This is a virtual role and the successful candidate may reside anywhere in the US.

Sodexo seeks the highest caliber executives who embody the finest leadership skills to move our business forward. Executive leaders at Sodexo are innovative, talent driven and manage our offerings to clients by creating partnerships that result in a rewarding experience. Sodexo’s executive leaders have a vision for the future and develop strategies that provide direct support to other leaders and teams in our varied operational areas while embodying our core values of Spirit of Progress, Team Spirit and Spirit of Service.

What will you do in this role?

Responsibilities will include:

• Sales compensation, annual merit/base compensation, equity and other special projects.
• Providing leadership and consultation with Sodexo HR VPs and business partners in the development, implementation, maintenance and efficient monitoring of compensation, procedures and strategies.
• This position requires a balance between strategic, best practices expertise and significant, current hands-on experience.
  

Position Summary

Develops, implements and evaluates compensation programs for Sodexo North America. Provides subject matter consultative assistance working multiple/significant business areas with respect to compensation plan design, administration, compliance, communications and implementation and including training and education on programs. Oversees the administration of specific subject matter programs with significant impact or visibility. Manages technical compensation staff and the administration of specialized Human Resources, Compensation systems.

Qualifications & Requirements

Basic Education Requirement - Bachelor's Degree or equivalent experience
Basic Management Experience - 7 year
Basic Functional Experience - 7 years of experience in Compensation

This position is paying a starting salary between the range of $92,900 - $217,100 and is also bonus eligible. 15% of base salary is the target bonus and 22.5% of base salary is the maximum bonus.

At Sodexo, we believe every employee should have the resources to be their best. As part of our overall rewards, we offer benefits programs designed to help you maintain a healthy lifestyle including health, dental and vision insurance. We also offer other benefits like paid time off, financial and savings programs, 401k, and access to our employee assistance program and other discounts. Click here for more information about Sodexo’s Benefits.

Sodexo is an EEO/AA/Minority/Female/Disability/Veteran employer. 

The Colonial Williamsburg Foundation seeks a dynamic and accomplished chief human resources officer (CHRO) to elevate the human resources function and utilize a holistic approach to build a culture for employees at all levels to thrive. This is an outstanding opportunity for an inclusive, energetic and highly driven executive to turn talent management into a sustainable instrument of business transformation that advances strategy and culture.

The Colonial Williamsburg Foundation (CW) is America's premier living history institution. Located at the birthplace of American democracy, CW provides historical interpretation, intellectual resources, archaeology and preservation and restoration for some of the country's most important treasures and is a convener of conversations about how the nation's past is a prologue for its present and future.

Reporting to the President and CEO, Cliff Fleet, and serving as a member of a collaborative senior leadership team, the CHRO oversees and directs human resources functions and will inspire and develop courageous leadership; create an environment guided by diversity, equity and inclusion; develop a learning culture supported by skill-building, development tools, and defined career paths; and provide clear and transparent communications. The CHRO is responsible for developing and executing a human resource strategy in support of the overall business plan and strategic direction of the organization, specifically through effective talent management, change management, performance management, onboarding and succession planning, training and development, benefits, compensation and human resources information systems and labor relations.

This position is responsible for leading a dedicated human resources team of approximately 20 staff members, who support an employee base of about 2,000 including full-time and part-time staff in addition to over 800 volunteer staff. Approximately 500 of Colonial Williamsburg’s hospitality workers are represented by a union. The CHRO will be accessible, connected and engaged with all staff, yet focused on contemporary human resource delivery. In addition, the CHRO will foster a culture of collaboration to ensure that all staff members have authority and ownership, and that they are accountable for the successful outcomes of their respective areas and that of the entire organization.

The successful candidate will possess experience leading high performing teams through organizational change within a complex enterprise, have a strong understanding of mission and possess exceptional communication and leadership skills. Additionally, the next CHRO will possess broad and contemporary knowledge of all areas of human resources with a demonstrated commitment to equity, diversity and inclusion. A bachelor's is required, as is a minimum of 10 years of progressively responsible experience in human resources. Candidates with an advanced degree and/or human resources certifications are preferred. 

Additional information about Colonial Williamsburg may be found at: www.colonialwilliamsburg.org

 Inquiries, nominations, and applications are invited. Review of applications will begin immediately and continue until the position is filled. For fullest consideration, applicant materials should be received by May 21, 2021. 

Candidates should provide, as two separate attachments, a resume and a letter of application that addresses the responsibilities and requirements described in the leadership profile using WittKieffer’s candidate portal.Nominations and inquiries can be directed to Colonial Williamsburg's consultants, Dennis Barden, Sarah Miller and Rachel Bieniek at CWCHRO@wittkieffer.com.

Performance Food Group is currently seeking a Senior Compensation Analyst who will be responsible for planning, developing, implementing, administering and maintaining compensation programs and systems (base and variable) that support the company's Total Rewards philosophy, objectives, competitive position and local practices. Participates in compensation surveys and ensures national application of competitive pay practices. Evaluates programs, trends, and/or new technologies, and recommends changes and improvements based on trends and/or new technologies. Formulates recommendations regarding development of the company's salary structure, organizational career pathing, job revisions, FLSA exemptions. Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action. Provides guidance to Field HR Management on complex compensation-related solutions. In addition, this position is responsible for project management, including those outside the normal annual programs.

Chesterfield County Public Schools is currently seeking a Director of Compensation and Benefits. 

Essential Job Functions

• Serves as a member of the Human Resources and Talent Management Leadership Team. 

• Participates in strategic annual benefits change planning and develops a plan for successful implementation.    

• Provides expertise, guidance, and education to leaders, managers, and colleagues on benefits programs.

• Elevates benefits and communications strategy to support recruitment and retention.  

• Directs research on laws including Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA), Americans with Disabilities Act (ADA) and training for Compensation and Benefits staff members.  

• Collaborates frequently with all areas of human resources, legal, and with county government benefits managers.

• Lead a team of benefits and compensation professionals.

• Participates in the procurement process for benefits-related purchases.

• Coordinates employee referrals to the Employee Assistance Program for fitness for duty evaluations and works closely with employee relations.  

• Directs the process for conducting job evaluation, the establishment of position classifications and salary grades.   

• Works closely with recruitment and staffing to propose compensation strategy to attract and retain high-performing employees.

• Ensures application of equitable compensation strategy.

• Works closely with employee relations concerning the application of leave benefits.

• May act as appeals officer.

• Other duties as assigned by the Executive Director of Human Resources and Talent Management.

VCU Health System is seeking a Compensation Consultant Sr.:

The chief objective of this position:

Licensure, Certification, or Registration Requirements for Hire:
Certified Compensation Professional (CCP) certification from the World at Work preferred
Licensure, Certification, or Registration Requirements for continued employment: 
Current CCP preferred
Experience REQUIRED: 
Minimum of seven (7) years of compensation work experience
Experience PREFERRED: 
Healthcare and/or nursing compensation experience preferred
Education/training REQUIRED: 
Bachelors Degree in Human Resources Management, Business Administration or closely related field from an accredited program, or equivalent combination of education and related experience

Please visit www.vcuhealth.org/careers to apply.