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The Department of Behavioral Health and Developmental Services (DBHDS) seeks a Diversity, Equity and Inclusion Officer (DEIO) to work with the agency’s Senior Leadership Team to support and provide critical leadership to the agency’s equity initiative. The DEIO will establish the diversity, inclusion, and equity strategy for the Agency and lead the design, delivery, implementation, and analysis of initiatives that support the Agency; will work closely with leadership and key resources to enhance the staff experience, and serve as Chair of the Equity council. The DEIO will serve as agency lead on development of an Equity Strategic Plan; serve as agency lead on various equity initiatives throughout our Central Office and 12 state operated hospital facilities and program areas; work to foster a vision for advancing agency goals and to nurture an inclusive and diverse culture.

Specific duties include ensuring an inclusive culture by developing and communicating efforts to institutionalize the agency’s diversity strategy; assessing impact of strategic programs and measuring progress; coordinating and supporting efforts to improve inclusion, diversity, and equity services and programs related to strategic planning and change management, learning and development, and employee engagement and recommending new approaches to policies and procedures to effect continuous improvement (Best Practices) of employment and diversity processes.

To view full posting online and apply you must click DBHDS JOBS

This position is open until filled until a qualified pool of applicants is received. DBHDS is a tobacco-free, smoke-free work environment.

Reasonable accommodations are available to persons with disabilities during application and/or interview processes per the Americans with Disabilities Act. Contact (804) 482-8797 for assistance. Minorities, Individuals with disabilities, Veterans, and people with National Service experience are encouraged to apply. EEO/AA/TTY

This Is A Re-post - Previous Applicants Need Not Apply

Virginia Alcoholic Beverage Control Authority is seeking a highly motivated Compensation Analyst II. Under the direction of the Compensation Supervisor, the Compensation Analyst II will assist with the design, administration and monitoring of the Authority’s compensation and classification programs. This individual will work to ensure there is internal and external competitiveness and consistent pay practices. The incumbent will provide information, make recommendations and assist with HR analytics, coordination, and communication functions.

Essential Functions

Evaluate positions in the Authority’s classification and compensation programs, in accordance with HR departmental goals and in compliance with related rules and regulations.

Maintain consistent recommendations and records for salary offers and position advertisement hiring salary and/or maximum salary.

Assist in the design, preparation and analysis of various compensation projects including ad-hoc HR analytics audits and related reports.

Provide analysis of compensation issues and inquiries in order to ensure consistency in recommendations.

Perform detailed compensation studies as assigned.

Respond to compensation surveys; conduct salary survey/job market research and summarize results.

Prepare classifications, job descriptions and salary scales. Responsible for job description maintenance.

Provide advice and guidance on classification and salary issues and complaints.

Prepare reports, such as organization charts and career path structures.

Prepare various statistical reports on salary data by race, sex, role, location, etc. as requested.

Observe, interview, survey and conduct focus group meetings to collect job, organizational and occupational information.

Approve personnel action changes (PANS) from divisions. Perform position audits and make recommendations.

Plan, develop, evaluate and communicate methods and techniques for selecting, promoting, compensating employees.

Maintain HR systems, evaluate and make recommendations.

Conduct FLSA evaluations in accordance to Department of Human Resources Management and federal guidelines.

Initiate correspondence and respond to inquiries regarding classification recommendations.

Develop and revise job descriptions/classification specifications.

Assist in staff reorganizations.

Conduct salary equity and reclassification determinations.

Responsible for accurate and timely storage of HR-related documents in accordance with Virginia ABC Authority's Records Retention Schedule.

Perform miscellaneous tasks and strategic tactical projects as directed by the Talent Manager and/or the HR Director.

Please note this job description may change at any time to meet business needs.

Minimal Qualifications

Considerable knowledge of compensation management principles and practices, related Federal and State laws, and research/analysis techniques.

Considerable and/or extensive experience in conducting compensation studies.

Considerable and/or extensive experience conducting compensation analyses.

Strong analytical and complex problem-solving skills.

Required to maintain highest level of confidentiality with high level of integrity and handle confidential information with discretion.

Ability to work well individually as well as in a team environment.

Excellent verbal and written skills.

Excellent customer service and active listening skills.

Detail oriented and strong organizational skills.

Ability to handle multiple projects.

Excellent interpersonal skills.

Proven self-starter with demonstrated ability to make decisions.

Advanced computer and Microsoft Office skills including Excel and use of other applications necessary for the position.

Bachelor's degree in Human Resources, Business Administration or other related fields required. Minimum of five (5) years of experience in compensation is required.

Salary up to $70,000

For consideration for employment, you must complete an online application at https://www.abc.virginia.gov/jobs/public/positionOpening_list.do. Resumes may accompany but will not substitute for a completed State Application Form. Your completed online application MUST BE RECEIVED by Human Resources no later than 11:59 p.m. on the stated closing date.

• The chief objective of this position: To contribute to the design and modification of compensation programs, policies and procedures to ensure competitive, cost effective compensation practices for the organization. Consults with client groups and plans and executes projects. Assures compliance with all federal and state laws and regulations related to compensation.

• Performance Expectation: Designs & Implements Compensation Programs/Practices/Policies

• Contributes to the design and development of compensation programs and policies including, but not limited to, organization compensation structures, market pricing and job evaluation methodologies and incentive/special pay plans.

• Develops and recommends compensation process improvements, both systems and non-systems related, to enhance efficiency and timeliness.

• Performance Expectation: Project/Assignment Management

• Leads/conducts client compensation consultation projects. Plans, develops and communicates findings and recommendations.

• Leads larger, more complex, projects.

• Maintains effective relationships with business partners.

• Develops and maintains an understanding of the business and anticipates business needs.

• Performance Expectation: Develops Compensation Tools & Training Materials

• Contributes to the development of compensation tools and techniques, including software development and implementation.

• Licensure, Certification, or Registration Requirements for Hire:  Certified Compensation Professional (CCP) certification from the WorldatWork preferred
• Licensure, Certification, or Registration Requirements for continued employment: Current CCP preferred
• Experience REQUIRED: Minimum of seven (7) years of compensation work experience
• Education/training REQUIRED: Management, Business Administration or closely related field from an accredited program, or equivalent combination of education and related experience

Link to apply: https://www.healthcaresource.com/mcvh/index.cfm?fuseaction=search.jobDetails&template=dsp_job_details.cfm&cJobId=10137000

            Or contact Justin Baybutt at Justin.Baybutt@vcuhealth.org

VCU Health System Compensation Department seeks a Senior Compensation Consultant. 

To contribute to the design and modification of compensation programs, policies and procedures to ensure competitive, cost effective compensation practices for the organization. Consults with client groups and plans and executes projects. Assures compliance with all federal and state laws and regulations related to compensation.

Licensure, Certification, or Registration Requirements for Hire:

Certified Compensation Professional (CCP) certification from the WorldatWork preferred

Licensure, Certification, or Registration Requirements for continued employment:

Current CCP preferred

Experience REQUIRED:

Minimum of seven (7) years of compensation work experience

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.

Apply at: www.vcuhealth.org/careers 

DEPARTMENT OF HUMAN RESOURCE MANAGEMENT JOB VACANCY ANNOUNCEMENT 

POSITION #00092 

WORKING TITLE: Senior Consultant - Compensation and Workforce Analytics 

ROLE TITLE Human Resource Analyst III 

PAY BAND: 6 

HIRING RANGE $88,000 - $105,000 

UNIT/LOCATION: Richmond (City) – 760 

CLOSING DATE: THURSDAY, APRIL 2, 2020 AT 11:59PM 

Job Description: Are you someone who enjoys developing creative solutions to modern workforce challenges? Do you think outside-of-the box when it comes to using data to support workforce decisions and direction? The Department of Human Resource Management’s (DHRM) Office of Human Resources Consulting Services is seeking an innovatively analytical professional with a passion for industry leading techniques in the areas of Compensation, Salary Administration, Workforce Data/Analytics, and Systems Support. In this role you will have the opportunity to provide expert consultation and guidance to HR professionals, action teams and a broad array of external and internal stakeholders in matters related to total compensation, statewide salary administration, management of workforce data and analytics tools, and related matters of policy and to serve as a data steward for the Personnel Management Information System (PMIS) and central business partner for the transition to Cardinal HCM.

Minimum Qualification (s): Considerable knowledge of total compensation management theories and practices; compensation design and methodologies; workforce analytics/data; HRIS systems; and salary administration practices. Considerable knowledge of state-of-the-art approaches to total compensation management; core HR systems and reporting dashboards; human resource policy; employment law; and workforce planning/analytics. Demonstrated ability to design, guide and implement comprehensive human resource initiatives that affect a large, diversified work force; to develop creative, innovative, and flexible problem-solving strategies; to analyze a broad range of issues and apply complex statistical theory and analysis to produce written reports as well as automated dashboards; to make oral and written presentations; and to function as a collaborative team member. Skilled in the use of Microsoft Office Suite, and advanced workforce analytics or business intelligence (BI) tools.

Preferred Qualification (s): Considerable professional-level experience in compensation management and salary administration, human resource management, policy administration, workforce analytics, statistical analysis, and workforce planning. Experience using various software applications in the conduct of studies and production of descriptive and analytical reports or dashboards. A Bachelor’s or advanced degree with major studies in human resource management or a related field is preferred. Certification by a compensation or human resource professional organization is desirable.

Special Instructions to Applicants: State employees who have been affected by Policy 1.3 Layoff and possess a valid Interagency Placement Screening Form (Yellow Card) or a Preferential Hiring Form (Blue Card) must submit the card BEFORE the closing date for this position. The card may be scanned and attached to the application or faxed to (804) 371-7401. Please include your name and the position number of the fax cover sheet. Reasonable accommodations are available to individuals with disabilities during the application and/or interview processes per the Americans with Disabilities Act. Please call 804-225-2131 for assistance. 

All applicants are subject to a background investigation. The investigation may include: fingerprint checks (State Police, FBI); local agency checks; employment verification; verification of education (relevant to employment); credit checks; and other checks requested by the hiring authority. AMERICORPS, PEACE CORPS, AND OTHER NATIONAL SERVICE ALUMNI ARE ENCOURAGED TO APPLY. Cover letter and resume are required. 

“The Department of Human Resource Management is dedicated to recruiting, supporting, and maintaining a competent and diverse work force.” Equal Opportunity Employer Department of Human Resource Management/101 North 14^th Street, 12^th Floor/Richmond, Virginia 23219 (804) 225-2131 

Current Need

McKesson is hiring a Senior Compensation Analyst, to be based in the Richmond, VA or Alpharetta, GA office.

The Senior Compensation Analyst partners with Compensation Consultants to provide compensation support to large complex Business Units.  They will apply experienced, in-depth knowledge of compensation programs and data analysis to inform compensation-related decisions and improve the effectiveness of compensation strategies and programs.  Uses technical expertise to work on complex problems where analysis requires rigorous evaluation of multiple factors and data sources.  

Position Description

• 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.

Typical Minimum Qualifications

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

Critical Skills

• 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

Physical Requirements

• General Office Demands 

Apply on line at: 

https://mckesson.wd3.myworkdayjobs.com/External_Careers/job/Richmond-Metro/Senior-Compensation-Analyst_JR0024995

Current Need

McKesson is hiring a Senior Compensation Analyst, to be based in the Richmond, VA or Alpharetta, GA office.

The Senior Compensation Analyst partners with Compensation Consultants to provide compensation support to large complex Business Units.  They will apply experienced, in-depth knowledge of compensation programs and data analysis to inform compensation-related decisions and improve the effectiveness of compensation strategies and programs.  Uses technical expertise to work on complex problems where analysis requires rigorous evaluation of multiple factors and data sources.  

Position Description

• 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.

Typical Minimum Qualifications

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

Critical Skills

• 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

Physical Requirements

• General Office Demands 

Apply on line at: 

https://mckesson.wd3.myworkdayjobs.com/External_Careers/job/Richmond-Metro/Senior-Compensation-Analyst_JR0024995

Human Resource Analyst II / Sr. HR Consultant / Compensation & Classification

For Piedmont Geriatric Hospital and Virginia Center for Behavior Rehabilitation, this Shared Services position provides/performs a full range of Classification and Compensation activities, analyzes and reviews job duties and responsibilities of positions to determine appropriate role and appropriate compensation Prepares audit reports, establishes new positions and complete classification alignments and projects requested by facility administrators. Performs single and multiple position audits and prepares pay action worksheet forms for recommending role changes, in-band adjustments, temporary pay and redefinition of duties. Performs detailed, methodical research and analysis, makes salary comparisons, conducts job evaluations, and completes hiring requests. Responsible, for creating, maintaining and ensuring the parameters of the PGH and VCBR Agency Salary Administration Plan (ASAP) are followed. Communicates with Department heads as well as Central Office Classification and Compensation department as applicable to provide information and seek guidance with audits for position and pay actions. Assists in preparation for regulatory reviews (JC/CARF); ensures compliance with federal and state regulation compliance (i.e. FLSA, ADA, FMLA, EEO, etc.)

Minimum Qualifications

Knowledgeable of compensation methodology, innovative compensation strategies, compensation trends, job evaluation techniques, compensation and classification policies and procedures, project management, and principles of research management.

• Demonstrated ability to administer compensation and classification programs, analyze information from various sources, draw logical and sound conclusions, work in a fast-paced environment, and present information in comprehensive and written formats.
• Demonstrated ability to establish and maintain strategic partnerships with customers. Advanced analytical, critical thinking, and computational/statistical skills; effective communication skills, both verbally and in writing, consultation, facilitation, and presentation skills; strong understanding and experience in applying federal and state laws and federal wage and hour regulations.
• Experience in providing professional service in a variety of HR functions.
• Extensive work experience using Microsoft Office suite to include Windows, Word, Excel, Outlook and PowerPoint.

Preferred Qualifications

Bachelor’s Degree with course work in Human Resources/Personnel Administration or related field is preferred.

SHRM-CP, SHRM-SCP, CCP or related certification is preferred.

Special Requirements

Minorities, individuals with disabilities, veterans and people with National Service experience are encouraged to apply. EEO/AA/TTY. Reasonable accommodations are available to persons with disabilities.

Nottoway Campus is an Equal Opportunity Employer. Employment opportunities are open to applicants without regard to race, sex, color, national origin, religion, sexual orientation, gender identity, age, veteran status, political affiliation, genetics or disability.

Applicants are responsible for ensuring that the application and supplemental materials thoroughly reflect their knowledge, skills and abilities, as it relates to the advertised qualifications.

For consideration, a complete application must be received by 11:59 pm on the “Job Close Date”

Nottoway campus conducts a comprehensive and through background check on all employees.

Contact Information

Special Instructions to Applicants             

Completed applications for employment must be submitted online to the Virginia Jobs website at http://virginiajobs.peopleadmin.com.

Nottoway campus offers a competitive benefit package to include various health care plans paid life insurance, the Virginia Retirement System retirement plan, paid holidays, annual, family personal and sick leave.

IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.

This website will provide a confirmation of receipt when the application is submitted for consideration. Please refer to your PeopleAdmin account for the status of your application and the status of this position.

PGH IS A TOBACCO-FREE, SMOKE-FREE WORK ENVIRONMENT

Virginia is an Equal Opportunity Employer.

PGH is a Virginia Values Veterans V3 certified employer.