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Compensation Specialist - 501553

Compensation Specialist - 501553 (csod.com)

The University of Richmond seeks a Compensation Specialist, responsible for the administration of the University’s compensation programs for faculty and staff employees, including job evaluation, FLSA determination, maintenance of the job description database, and the annual merit increase process. This position works with the Compensation Manager to plans, develops and implements new programs and initiatives to maintain compensation competitiveness.

RESPONSIBILITIES:

Classification and Compensation System Implementation and Maintenance 100%

• Performs job analysis to determine position classification and reclassifications according to University policies.
• Provides guidance to HR Consulting Team to determine appropriate salary offers.
• Provides compensation consulting expertise to HR Business Partners during organizational restructurings and other departmental changes.
• Participates in various national salary surveys as well as job-family specific and ad-hoc salary surveys Conducts special studies of salary and pay administration studies.
• Supports the annual salary increase process for staff to ensure sound fiscal allocation of resources. Provides consultation, analysis and modeling on annual wage and salary budgets.
• Makes recommendations for salary structure changes on an annual basis to reflect appropriate market changes
• Monitors the effectiveness of existing compensation policies, guidelines and procedures. Makes recommendations to HR Leaders for strategic plan changes.
• Identifies sound and accurate metrics, which can improve existing HR pay practices. Conducts benchmarking and presents accurate staffing-related statistics.
• Analyze competitive compensation and report findings and recommendations to senior management.
• In consultation with HRIS Analysts, develops reports for management.
• Supports special projects and other duties as assigned.

 QUALIFICATIONS:

• Comprehensive understanding of compensation practices, programs, and plans
• Thorough understanding of federal and state laws and regulations
• Excellent analytical skills
• Accuracy and attention to detail
• Technical proficiency using a human resources information system and Microsoft Office Products
• Demonstrated ability to maintain confidential information.
• Demonstrates a high level of accuracy, even under pressure.

EDUCATION & EXPERIENCE: 

• Bachelor's degree and 3-5 years relevant experience in compensation

WORK HOURS: (Hybrid schedule after orientation period)

• Full-time, exempt position
• Monday – Friday, 8:30 a.m. - 5:00 p.m.; 7.75 hrs./day; 38.75 hrs./week 

SALARY STRUCTURE:
Pay Grade 9 (Hiring Range $70,887.00 to $97,475.000 annually)

COVID-19:

The University of Richmond requires COVID-19 vaccinations for all students, faculty, and staff. The University allows exemptions to this requirement for religious, medical and strong personal conviction reasons. All newly hired employees must report their status within the first two weeks of employment.

ABOUT UR:

At the University of Richmond, we’re creative, inclusive, and determined. We’re Spiders, and our mission is to create positive change in the UR community and beyond. Located minutes from downtown Richmond, Virginia, the University of Richmond (www.richmond.edu) blends the intimacy of a small college with exceptional academic, research, and cultural opportunities usually found only at large institutions. There’s only one place like Richmond. 

We offer a generous benefits package, work-life balance, vacation, sick leave, and holiday time off, onsite gym and wellbeing center, employee appreciation events, and MUCH MORE!

UR is committed to developing a diverse faculty, staff and student body, and to modeling an inclusive campus community that values the expression of differences in ways that promote excellence in teaching, learning, personal development and institutional success. In keeping with this commitment, our academic community welcomes candidates from diverse backgrounds and candidates who support diversity. EOE 

Apply - Sr Compensation Analyst

McKesson Corporation is a global leader in healthcare supply chain management solutions, retail pharmacy, community oncology and specialty care, and healthcare information solutions. McKesson partners with pharmaceutical manufacturers, providers, pharmacies, governments and other organizations in healthcare to help provide the right medicines, medical products and healthcare services to the right patients at the right time, safely and cost-effectively. United by our ICARE shared principles, our employees work every day to innovate and deliver opportunities that make our customers and partners more successful - all for the better health of patients. McKesson has been named a “Most Admired Company” in the healthcare wholesaler category by FORTUNE, a “Best Place to Work” by the Human Rights Campaign Foundation, and a top military-friendly company by Military Friendly. For more information, visit www.mckesson.com.

We take pride in our culture of connection and believe in a workplace where everyone can be their full, authentic self. We welcome and encourage veterans, individuals with disabilities and others with diverse perspectives to join our growing team. Your unique perspective and experience are valuable assets that can translate into a rewarding career path with us. Apply to join our team and help shape the future of healthcare!

Current Need

We are seeking a Senior Compensation Analyst to join our team near one of our hub locations.

Position Description

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.  In addition, the Analyst uses technical expertise to work on complex problems where analysis requires rigorous evaluation of multiple factors and data sources.

Key Responsibilities:

• 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.

• Minimum 4 years Compensation experience and exhibited expertise in 1 or 2 Compensation practice areas (e.g., equity, executive, base pay, variable/sales programs), preferably in a large, complex organization or corporate setting.

• Additional, foundational compensation knowledge - benchmarking, job evaluations, market research, compensation reviews, survey bench-marking

• Ability to understand BU and HR strategy and the alignment with compensation, with the capability to Interpret internal/external requirements and recommends solutions/best practices, and alternatives.

• Strong quantitative analysis skills with ability to communicate findings in a clear, concise manner.

Additional Knowledge and 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 Certification Preferred

Physical Requirements
Our Base Pay Range for this position
$79,300 - $132,100

Minimum Requirements

Degree or equivalent and typically requires 4+ years of relevant experience.

Critical Skills

Education

Bachelor's degree in finance, accounting, or related field or equivalent experience

General Office Demands

Must be authorized to work in the US. Sponsorship is not available for this position. 

We take pride in our culture of connection and believe in a workplace where everyone can be their full, authentic self. We welcome and encourage veterans, individuals with disabilities and others with diverse perspectives to join our growing team. Your unique perspective and experience are valuable assets that can translate into a rewarding career path with us. Apply to join our team and help shape the future of healthcare!

At McKesson, we care about the well-being of the patients and communities we serve, and that starts with caring for our people. That’s why we have a Total Rewards package that includes comprehensive benefits to support physical, mental, and financial well-being. Our Total Rewards offerings serve the different needs of our diverse employee population and ensure they are the healthiest versions of themselves. For more information regarding benefits at McKesson, please click here.

As part of Total Rewards, we are proud to offer a competitive compensation package at McKesson. This is determined by several factors, including performance, experience and skills, equity, regular job market evaluations, and geographical markets. In addition to base pay, other compensation, such as an annual bonus or long-term incentive opportunities may be offered. 

The Department of Human Resource Management is currently seeking a Senior Consultant in Compensation and Workforce Analytics.

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 Resource 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 and central business partner for the Commonwealth Human Capital Management System.

Minimum Qualifications

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 Qualifications

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.     

Hanover County currently has a continuous recruitment open for Compensation Analysts. 

General Description

This is a professional position. The incumbent performs complex tasks to administer Human Resources programs and provides analysis in such areas as recruitment, classification/compensation, benefits, HRIS Administration or other human resources tracts as needed. HR Analysts provides guidance, assistance and information to department management on routine human resources-related matters. Provides information and guidance to employees in areas of assigned human resources responsibilities regarding processes, procedures and program requirements.  Interprets, applies and explains human resources policies, procedures, laws and regulation to employees and the public. The Analyst may serve as lead worker on special projects and perform related work as assigned.

Organization:  The Human Resources Analyst is part of Hanover County’s Career Development Program (CD). The Human Resource Analyst Ladder has three levels: Human Resource Analyst I, II and Senior. The incumbent reports to a member of the HR leadership team and supervises no staff.  

Essential Functions of HR Analyst – Compensation Administration:

• Assists with classification of positions to include new positions and reclassifications.
• Creates and updates job descriptions.
• Generates monthly reports to comply with governmental state and federal agency requirements.
• Analyzes trends in compensation, mid-year benchmark analysis and leads annual benchmark process and market reviews.
• Assist with and supports annual compensation changes and processes.
• Completes salary and benefit surveys and provides classification and compensation information as requested to employees, supervisors, other jurisdictions and the general public.
• Updating and maintaining compensation plan changes in recruiting HRIS system.
• Reconciles and balances semi-monthly timecards in collaboration with HRIS, Benefits and Payroll team.
• Works closely with the Benefits Team to ensure pay and benefits are accurately reflected in timekeeping functions.
• Works closely with the Deputy Director to ensure employee merit pay processing is aligned with compensation plans and board approved merits in collaboration with the HRIS and Benefits team. 
• Assists in coordinating HR inquiries with other departments, divisions, external agencies and other outside organizations, and provides technical assistance as needed.
• Provides information and guidance to employees in areas of assigned human resources responsibilities regarding processes, procedures and program requirements.
• Supports the implementation of new programs and upgrades in the HRIS system.
• Provides support to the benefits manager on benefit related items as needed.
• Creates and maintains Standard Operating Procedures for all major processes and annual projects.
• Interprets HR policies to employees and the public.

Salary 

$64,443.00 - $110,044.00 Annually

Location 

Chesterfield, VA

Job Type

260 days, 8 hours per day

Department

DIV - HR & Talent Management

Job Number

10477

General Description

The Compensation Analyst Sr provides expertise to division staff on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs. The incumbent reviews and evaluates the effectiveness of the compensation plan through internal and external research to assess internal equity and external competitiveness; develops strategies and recommends adjustments as necessary to support the division’s strategic plan and objectives. They serve The Department of Human Resources and Talent Management, and Chesterfield County Public Schools providing leadership, advisement, analytics, reporting, support, and training, regarding compensation. 

Essential Job Functions

• Leads the system-wide compensation and classification program. 

  • Provides research and statistical analysis of various compensation issues.

  • 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.

  • Projects present and future year compensation for preparation of the annual school division budget.

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

  • Prepares and maintains the annual Compensation Plan for distribution to schools and departments.

  • Assists in the planning, coordination, sending, and reporting of the annual salary increases for contracts and work assignments.

  • Maintains salary tables in all HR systems

  • 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.  

• Establishes position classification and salary grade for new or revised job classifications based on job evaluation and internal/external organizational or market factors.  

• Creates and updates job descriptions for all positions within the organization ensuring each description lists the actual tasks the role implies

  • Communicates with employees and management to get a better understanding of the tasks, responsibilities and skills required for each position

  • Maintains job classification tables in all HR systems

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

• Manages the Temporary Work Assignment program approving payment for various positions and the referral process to other departments regarding payments. 

• 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.

• Assists with athletic and academic supplement setup and auditing.

• Assists the Director of Compensation and Benefits in review of processes.  

• Complex work is performed within specific departmental objectives and policies; employee plans own work and coordinates with others as necessary.  

• Performs other related duties as assigned.

Qualifications

• Previous experience with compensation and/or classification required.

• Considerable 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 complex compensation issues;

  • utilize a variety of software applications to include database, presentation, word processing and spreadsheet software.

• Working knowledge of budgeting procedures 

Requirements

• 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

To apply for the position, please visit:

https://www.schooljobs.com/careers/chesterfieldschools/jobs/3637068/hris-analyst-senior-compensation?keywords=compensation%20analyst&pagetype=jobOpportunitiesJobs

At Owens & Minor, we are a critical part of the healthcare process. As a Fortune 500 company with 50+ facilities across the US and 18,000 teammates in over 90 countries, we provide integrated technologies, products and services across the full continuum of care. Customers—and their patients—are at the heart of what we do.

Our mission is to empower our customers to advance healthcare, and our success starts with our teammates. 

Owens & Minor teammate benefits include:

• Medical, dental, and vision insurance, available on first working day
• 401(k), eligibility after 30 days of employment
• Employee stock purchase plan
• Tuition reimbursement
• Development opportunities to grow your career with a global company

• Performs duties and analysis supporting the design, development, implementation and audit of Owens & Minor Total Compensation programs.   Assists with the development of a total compensation philosophy and framework (base pay, incentives, bonuses, sales compensation, etc.).
• Researches, analyzes, formulates, and recommends modifications to compensation programs/policies/procedures, ensuring internal and external equity, promoting performance incentives, improving administrative efficiency and ensuring legal compliance.  Provides on-going analysis (compa-ratio, compression, year-to-date program costs, etc.) to determine effectiveness of compensation strategies.
• Oversees administration of teammate compensation for assigned area.  Prepares compensation recommendations (new hires, promotions, etc.), ensuring equity and regulatory compliance.
• Provides interpretation and guidance concerning wage and salary policies/procedures and related laws to HR and management.  Acts as technical expert/consultant to management regarding hiring/promotional rates, special adjustments, incentives, bonuses, and all other compensation related issues.
• Partners with clients to prepare job descriptions in standardized form, and recommend job leveling using job evaluation and market pricing techniques. Audits job descriptions to ensure they are current and accurate.
• Evaluates and compares existing company total compensation programs with competitors through benchmarking, surveys, and other information sources.  Analyzes results of surveys and develops specific recommendations for review by management.
• Engages in both intra-departmental and cross-functional compensation projects (incentives budgeting, merit planning, survey management/participation, internal/external auditor coordination, etc.).
• Partners with HRIS team in the development of compensation reports and system maintenance (updating job ranges, grades, titles, EEO codes, etc.).  Audits HRIS system to ensure accuracy of compensation related issues. 
• Ensures compliance with provisions of state and federal governmental regulations (OFCCP, FLSA, FMLA, IRS/SEC, etc.).  Reviews and analyzes changes to state, federal, and international laws pertaining to compensation.  Reports necessary or suggested changes to management.
• Performs additional duties as directed.

If you feel this opportunity could be the next step in your career, we encourage you to apply.

Owens & Minor is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, sexual orientation, genetic information, religion, disability, age, status as a veteran, or any other status prohibited by applicable national, federal, state or local law.

Job Summary:

The primary responsibility of this position is to ensure that associates are receiving competitive compensation and provide operational and analytical support to the organization’s compensation function.

• Assist with the administration of compensation structures and compensation philosophy across all functions and levels
• With limited supervision and under general guidance, review job descriptions to determine FLSA classifications, salary ranges, and job mapping.
• Perform market data benchmarking for existing and new positions using various compensation surveys. Recommend benchmark jobs and calculate pay ranges.
• Maintain and update job profiles, salary grades, bonus targets and other compensation components in Workday.
• Partner with internal stakeholders: Human Resources Business Partners (HRBPs) and Human Resource Information Systems teams (HRIS) to validate existing data and to ensure continued accuracy of compensation data in company HRIS, Workday.
• Support the annual merit review process, assist with the tracking and administration of the annual incentive plan, and process bonuses and other payments.
• Partner with accounting on compensation elements required for quarterly accruals.
• Partner with executive compensation to administer the restricted stock program.
• Maintain/update compensation documents such as job summaries, salary structure matrices, etc.
• Participate in annual salary surveys, including preparation and submission of all required data elements.
• Ensure effective communication and promotion of the company's compensation programs and practices.
• Special projects and other duties as assigned.

Requirements:

• Bachelor’s degree in a business-focused major;
• Intermediate Excel and Power Point skills;
• 2+ years related experience in compensation, benefits, finance, and/or human resources;
• High attention to detail with a strong analytical skillset to make sense of data;
• Results oriented, customer focused, and able to manage multiple projects simultaneously;
• CCP or completion of classes towards obtainment of CCP preferred.
• Prior experience working in Workday or similar HRIS system (preferred).

Are you analytical, a great juggler of multiple priorities, love process improvement and would like to showcase your written and verbal communication skills at all levels of the company? If so, our Senior Compensation Analyst role might be a great opportunity for you! We are seeking an analytical professional with advanced Excel and communication skills who is looking to become part of a highly visible team of compensation professionals.

Job Summary:
As a member of the Markel Compensation team you will be responsible for providing appropriate support and analysis to ensure Markel maintains competitive compensation programs and a cost effective position in the markets in which we operate.

• Makes recommendations regarding salary structure, base pay, and incentive compensation;
• Conduct job analysis for positions to ensure appropriate compensation levels are established and maintained;
• Participate in compensation surveys to collect and provide continuous research and analysis of competitive compensation information;
• Review effectiveness of current compensation processes, creates compensation reports and metrics to evaluate internal and external best practices, and drives ongoing process improvement initiatives;
• Support the development of compensation strategy and direction. Assist in structuring compensation which results in high-value for both the company and the employee;
• Execute on core processes like annual merit, bonus, and stock award administration;
• Partner with key stakeholders to drive completion of compensation projects;
• Partner with HRIS and Payroll teams to support configuration and execution of compensation programs;
• Ensure compliance of compensation programs with federal, state, and local regulations

·         Requirements:

• Bachelor’s degree in a business-focused major;
• Advanced Excel proficiency;
• Intermediate Power Point skills;
• 5+ years of relevant compensation experience required, preferably in the insurance industry;
• CCP certification (preferred)
• Prior experience managing multi-department projects or processes (preferred);
• Prior experience working in Workday or similar HRIS system (preferred).

EASTERN STATE HOSPITAL

Eastern State Hospital, located in Williamsburg, Virginia, was founded in 1773 with a well-intentioned emphasis on community focused mental health care. The Hospital is situated on 500 acres and consists of 2 patient care buildings, and a staff of over 800 to care for the 300 patients. Eastern State Hospital is part of The Department of Behavioral Health and Developmental Services system and is accredited by the Joint Commission.

Hiring Range:  ESH offers competitive SALARIES BASED ON Relevant YEARS’ EXPERIENCE.

Job Description:

As a key member of the Human Resource Division, the position is responsible perform as the administrator of a comprehensive compensation and classification program which includes technical, professional, consultative and administrative services relating to job analysis and position classification along with personnel audits and make appropriate documented recommendations. This position will also be responsible for conducting salary studies as requested to support hospital efforts, researching market data and trends in compensation practices, and provide training to all levels of staff on various HR programs/initiative to include compensation and classification.

Requirements:   
Considerable work experience in the classification and compensation process. Experience in developing reports to be reviewed by leadership. Considerable experience with using MS Word, MS Excel, and MS PowerPoint.

Preferred Qualifications: 

Previous Experience in HR at a State Agency. Bachelor’s Degree with course work in Human Resources/Personnel Administration or related field. SHRM-CP, SHRM-SCP, CCP or related certification.

How to apply: Apply on-line with the Recruitment Management System (RMS). Only on-line applications & resume with salary history will be accepted. The web site is https://virginiajobs.peopleadmin.com/postings/277061

Eastern State Hospital

Human Resource Office

Attn: David Davidson

Building 2

4601 Ironbound Road

Williamsburg, Virginia 23188

757-208-7717

At the Richmond Fed, we’re driven by our mission to strengthen the economy and our communities. We take great pride in what we do and it impacts everyday people every day. When you join our team, you’ll become part of a culture that welcomes differences, cares about our communities, and empowers each other to lead from where we are to make things better.

Bring your passion and we’ll provide challenging and purposeful careers in a variety of fields, opportunities to grow and a wide range of benefits and perks that support your health and wealth. It’s all part of what makes #MyRichmondFed a great place to work!

About the Opportunity

Compensation Consultants deliver innovative human resources services with a focus in our compensation program and total rewards. Consultants interpret and enforce human resources policy; research, develop, and analyze human resources programs; monitor outcomes and implement improvements and prepare reports and recommendations. Consultants provide guidance to employees on the rights and responsibilities of employment and serve as a consultant to management on the implementation and execution of HR policy.
 

What You Will Do:

• Lead and own the development and operation of high impact compensation programs and services.
• Use broad knowledge of HR concepts, policies, best practices, and trends to lead development of key compensation policies, procedures and services
• Serve as a compensation subject matter expert and consults with management of dedicated client groups to identify and understand their business needs
• Track and measure compensation program performance, streamlines processes, resolves highly complex issues, and introduces enhancements
• May maintain responsibility for budget and procurement activities related to compensation program areas
• Create and maintain compensation related spreadsheets and provides general data modeling for compensation programs.
• Complete highly complex compensation research, investigations, and ad hoc analytical reports
• May direct and provide leadership support to cross-functional project teams as necessary
   

Qualifications:

• 9+ years at the Advanced level
• Bachelor’s degree or equivalent experience; CCP preferred.
• Acute analytical ability
• Acute attention to detail with a high level of data integrity and accuracy
• Outstanding oral and written communication, ability to interact on required information and concepts with people at all levels of the organization providing clear and concise information and/or instruction to key stakeholders
• Outstanding interpersonal skills and ability to work with internal and external stakeholders including Federal Reserve System staff
• Advanced computer skills including Microsoft Office along with various other software applications as needed for the role
• Broad and deep technical knowledge of the principles of Human Resource Management including best practices and relevant laws and regulations.

Discover the Reason Why So Many People Love It Here!

When you join the Richmond Fed, not only will you find a challenging and purposeful career, you’ll also have access to a wide range of benefits and perks that support your health and wealth, including:

• Great medical benefits
• Pension and 401(k) with employer match
• Paid time off
• Tuition reimbursement
• Employee resource networks
• Paid volunteer leave
• Flexible work options
• Onsite amenities that make working here fun!

Other Requirements and Considerations:

• A requirement of this position is that the employee must be fully vaccinated against COVID-19; individuals who are unable to be vaccinated due to a medical condition or sincerely held religious belief may request an accommodation from the Bank.

• Candidates should review the Bank’s Employee Code of Conduct to ensure compliance with conflict of interest rules and personal investment restrictions.
• If you need assistance or an accommodation due to a disability, please notify rich.recruitment@rich.frb.org.
• Sponsorship is not available for this role. Selected candidate is subject to special background check procedures.

• The hiring range is $94,000 – $117,000 annually.
• Salary offered will be based on the job responsibilities and the individual’s knowledge, skills, and experience as defined in the job qualifications.