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Dominion Energy is currently seeking a Human Resources Compensation Consultant. 

Job Summary

The Compensation Services team has a new opportunity for a human resources professional with strong analytical and communications skills to join our team as a Compensation Consultant in support of Dominion Energy’s business units and their employees. The successful candidate will need to be self-driven and eager to learn the company compensation policies, programs and systems.

The Compensation Consultant role serves as a consultant to employees, management and Human Resources to ensure compensation programs and policies are administered in an effective, consistent and lawful manner. The individual serves as a subject matter expert on compensation policies and provides support, consultation and interpretation to leadership and HR partners. Plans and directs policy review process: reviews changes in company processes and legal requirements, researches best practices, benchmarks policies and recommends changes.
 
The individual in this role will:
•    Develop, implement, and coordinate corporate wide compensation policy guidelines, programs, and processes and monitors their effectiveness to further business objectives and legal requirements.
•    Lead compensation, projects and facilitate change management initiatives, to effectively integrate compensation with the organization's strategy, its structures and systems, and the processes by which work and goals are accomplished for improved organizational performance.
•    Provide leadership and expertise within compensation.
•    Serve as the compensation technical resource and expert to management and human resources community.
•    Ensure data integrity as it relates to reporting and analytics for compensation.
•    Act as source of "best practice" information and keep abreast of trends and issues to design, implement, communicate, and administer compensation, policies, and programs including: annual merit, incentive and equity based pay programs, and supplemental and differential pay policies.
•    Serve as the compensation liaison with IT to ensure system changes are implemented accurately and in a timely manner.
 
This role will also serve as the lead on the compensation team to provide oversight and training for the compensation analysts in the area including developing the procedures and processes to conduct market pricing studies to determine appropriate pay grades for jobs within the Company.

Required Knowledge, Skills, Abilities & Experience

The knowledge, skills, abilities and experiences required for entry into this job include the following:
 
•    7-8+ years of  directly related compensation experience. (Note:  A Master's Degree can count as one year of experience.  Partial year experience of at least six months of experience will be rounded up to one full year.)
•    Advanced knowledge of compensation theories, practices and procedures.
•    Excellent analytical skills and ability to independently resolve complex problems in a timely manner.
•    Demonstrated ability to lead projects to closure.
•    Strong planning and organizational skills with the ability to facilitate and/or work on multiple project teams simultaneously.
•    Exceptional verbal and written communication interpersonal and persuasion skills.
•    Ability to build relationships and gain buy-in for compensation programs with all levels of management.
•    Proficient in application of business process improvement methodology, benchmarking, and change management.
•    Excellent personal computer skills including Microsoft Office with advanced knowledge of Microsoft Excel and PowerPoint.  Experience with Visual Basic, Tableau and/or SAP BW is a plus.

• Thorough knowledge and understanding of company organizational structure, policies and programs preferred.
  Demonstrated problem solving skills and ability to think analytically and strategically.
  Strong customer service orientation.

The company is actively seeking United States military veterans and service members who meet the qualifications outlined above.

• Military service members and veterans with ranks from E5-E9, W1-CW5, or O3-O6, plus appropriate equivalent combination of education and years of experience are encouraged to apply.

Education Requirements

Degree or an equivalent combination of education and demonstrated related experience may be accepted in lieu of preferred level of education: Bachelor or Master

Licenses, Certifications, or Quals Description

Professional certification in specialty area desirable.

Working Conditions

Office Work Environment 76 -100%

Other Working Conditions

Test Description

No Testing Required

The Department of Behavioral Health and Developmental Services (DBHDS) is seeking a human resources professional to serve as a Senior EEO/Employee Relations subject matter expert of the DBHDS statewide Employee Relations program.  This position will provide guidance to facility HR representatives, managers and employees on performance management, EEO compliance initiatives, and employee relations, to include, but not limited to: the state grievance procedure, employee disciplinary procedures, alternative dispute resolution, mediation, and investigation procedures.  This position will also interpret and apply federal, state laws and regulations, to include departmental human resource policies and procedures; ensure compliance with federal laws and applicable policies, regulations, and best practices; foster a work culture of diversity, equity, and inclusion by building an infrastructure that cultivates employee engagement; assist with the department’s Alcohol and Drug random drug screening program; and serves as a consultative business partner in creating and implementing fair and equitable processes to ensure a safe work environment of belongingness and engagement for all employees. This position reports to the EEO/Employee Relations Manager.

Comprehensive knowledge of fundamental human resource practices; relevant federal and state laws, regulations and policies such as Title VII, ADA, ADEA, FLSA and FMLA. Considerable knowledge of the state grievance procedure; best practices in corrective action; and alternative dispute resolution techniques such as mediation. Must have proven experience with employee disciplinary actions; conducting investigations; interviews; gathering factual information/data; making sound recommendations; and report writing. Must effectively communicate verbally and in writing; interpret policies, procedures, rules and regulations; demonstrate interpersonal skills that foster a work culture of inclusion; interact with internal/external clients to learn their business needs; and work independently. Computer skills in use of MS Office Suite (Word and Excel); PMIS; HuRMan and/or other databases. Proven ability to conduct trend analysis and computerized reports.

Bachelor’s degree with emphasis in human resources management, law, business, public administration, or related discipline (or equivalent combination of education, training and experience). Prefer a graduate degree in related discipline. Certification as SHRM-SCP, SHRM-CP, SPHR or PHR is a plus. 

Please apply directly at: Jobs at DBHDS

The Department of Behavioral Health and Developmental Services (DBHDS) is seeking a human resource professional who specializes in classification to review and ensure proper classification and consistency of positions to the Virginia DHRM Job Structure among the 12 facilities that are supported by the Central Office Human Resource Management Office at DBHDS.  This position will report to the Classification and Compensation Consultant at Central Office and oversee and consult on classification of positions throughout the agency. This role will develop and document Employee Work Profiles (EWPs) for benchmark positions within the Agency. The Classification Specialist will produce reports related to classification and compensation utilizing Microsoft Office and assist with compensation actions for the Agency when necessary. 

The successful candidate will have considerable knowledge of compensation methodology, compensation strategies, compensation trends, job evaluation techniques, compensation policies and procedures and principles of research management.  A working knowledge of HR principles and policies is necessary with a demonstrated ability to analyze information from various sources, draw logical and sound conclusions and present the findings in a comprehensive written format as necessary. The candidate should have a demonstrated ability to establish and maintain partnerships with customers; demonstrate advanced analytical, critical thinking, computational/statistical skills, effective communication both verbally and in writing and a strong understanding and experience in classification, writing of job evaluations or job descriptions, experience applying federal and state wage and hour regulations and ability to interpret and apply these practices on a daily basis. This position requires a strong knowledge of FLSA and its application to exemption statuses.   This is a part time wage position without state benefits and limited to 29 hours weekly or 1500 hours annually. 

Hourly rate: $30.00 

Apply Directly at: Jobs at DBHDS

Provides leadership in the areas of compensation, benefits and retirement programs.  Leads strategic benefits planning, implementation, and communication to support the growth of Chesterfield County Public Schools and its competition for talent.  Contacts are regularly and frequently made at all organizational levels within and outside the school system to implement and explain programs and policies; directs and evaluates the work of a  highly technical or professional support staff.

• 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.

Considerable knowledge of the principles and practices of all areas of human resource management; of related federal and state laws and related school board policies and procedures.  Considerable knowledge of the principles and theories of benefit programs including the planning and implementation of multiple programs and of the principles and theories of compensation administration practices.  Considerable knowledge of the procurement process as it relates to benefits programs.  Demonstrated ability to plan, organize and direct a complex organizational component and to supervise and evaluate others performing professional work.  Demonstrated ability to communicate effectively; to analyze, interpret and apply HR laws, regulations and guidelines; to analyze and resolve conflicts that may be confidential, sensitive and/or difficult in nature.

Bachelor’s degree required; Master’s degree and/or relevant certification (CBP, CEBS, SHRM-CP, SHRM-SCP, PHR, SHPR) preferred.  Minimum of 3 years of benefits experience with a solid track record of building teams. Strong verbal and written communication skills.

• Federal Bureau of Investigation (FBI) Criminal History Investigation
• State Police Criminal History Investigation
• Child Protective Services (CPS) Investigation
• Department of Motor Vehicles (DMV) Driving History Check
• Tuberculosis Screening/Test

Click here to apply.

Ferguson is currently seeking applicants for their remote Sales Compensation Analyst.

The Sales Compensation Analyst will join our Operational Excellence (OPEX) team, which is responsible for implementing and coordinating the organization’s compensation programs. This position reports into the Senior Compensation Manager in OPEX.

Please Note: This position is 100% remote. Some occasional travel for in person collaboration, meetings and training possible. Also, we have posted two roles, this role and the other as a Sales Compensation Strategy Analyst.  Please apply to the role that your experience most aligns with versus both roles. 

Responsibilities:

• Coordinates compensation programs in accordance with established practices, ensuring employees receive fair and appropriate compensation for their position
• Coordinates variable pay programs including commissions, bonus and SPIF payouts
• Reviews compensation changes in individual wages and salaries for conformance to company guidelines
• Conducts market analysis of jobs within the company
• Prepares job descriptions based on job responsibility questionnaires and personal interviews
• Provides compensation recommendations for internal candidates and external hires to Human Resource Business Partners
• Assists in the acquisition process to help ensure compensation conformance.
• Assists with annual compensation processes, including merit and bonus processes
• Collects and analyzes data regarding the company's compensation policies and prepare reports to advise managers
• Produces reporting and analytics for commission and associated metrics
• Assists with improving the compensation processes, focusing on improving efficiency, reducing exceptions and automating processes.

Qualifications:

• 3-5 years of broad-based compensation experience required
• 2-4 years of sales compensation experience preferred 
• Ability to engage optimally with all levels of the organization
• Effective at influencing, facilitating, and problem-solving
• Experience with Workday preferred
• Experience with Xactly Incent preferred
• Experience with commission programs, SPIFs
• Experience prioritizing work
• Knowledge of Microsoft Office software (Outlook, Word, Excel, PowerPoint, Access, etc.)
• Has acquired or working towards PHR, SPHR, SHRM-CP or CCP preferred

Personal Qualifications/Attributes:

• Dedication to and passion for excellence
• Ability to understand challenges or underlying concerns, share ideas and work cross-functionally
• Aim to prioritize and deliver
• Problem-solving and learning
• Positive, collaborative approach
• Excellent attention to detail

Ferguson is dedicated to providing meaningful benefits programs and products to our associates and their families—geared toward benefits, wellness, financial protection, and retirement savings. Ferguson offers a competitive benefits package that includes medical, dental, vision, retirement savings with company match, paid leave (vacation, sick, personal, holiday, and paternal), employee assistance programs, associate discounts, community involvement opportunities, and much more!

Ferguson is looking for a Compensation Analyst to join the Compensation Team in Operational Excellence, responsible for implementing and administering the organization’s compensation programs.  This position reports to the Senior Compensation Manager. Join our team today!

Please Note: While this position is 100% remote, there will be some training and meetings out of Ferguson's corporate offices in Newport News, VA. Must be open to limited travel.

Responsibilities:

• Coordinates compensation programs in accordance with established practices, ensuring employees receive fair and appropriate compensation for their position
•  Coordinates variable pay programs including commissions, bonus and SPIF payouts
•   Reviews compensation changes in individual wages and salaries for conformance to company guidelines
• Conducts market analysis of groups or individuals within the company to ensure market competitiveness
• Prepares job descriptions based on job responsibility questionnaires and personal interviews
•  Provides compensation recommendations for internal candidates and external hires to Human Resource Business Partners
•  Assists in the acquisition process to help ensure compensation conformance.
• Assists with administration of the annual compensation processes, including the merit increase and bonus processes
• Produces reporting and analytics for commission and associated metrics
•  Assists with improving the compensation processes, focusing on improving efficiency, reducing exceptions and automating processes.

Qualifications:

• 3-5 years of broad-based compensation experience required 
• 2-4 years of sales compensation experience preferred
•  Ability to engage effectively with all levels of the organization
•  Effective at influencing, facilitating, and problem-solving
•  Experience with Workday preferred
• Experience with Xactly Incent preferred
• Experience with commission programs, SPIFs 
• Experience in prioritization of deliverables and tasks
•  Knowledge of Microsoft Office software (Outlook, Word, Excel, PowerPoint, Access, etc.)
• Has acquired or working towards PHR, SPHR, SHRM-CP or CCP preferred

Personal Qualifications/Attributes:

• Dedication to and passion for excellence
• Ability to understand challenges or underlying concerns, share ideas and work cross-functionally
•  Drive to prioritize and deliver
• Problem-solving and learning mentality
•  Positive, team-oriented attitude
• Excellent attention to detail

VCU Human Resources has an exciting opportunity for a Compensation Program Administrator!

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.

To apply, click here.

Cherry Bekaert’s People & Culture team is seeking an analytical and innovative Senior Compensation & Benefits Analyst to support our Total Rewards programs and offerings across the Firm. In this position, you will play a key role in total rewards program implementation and administration while providing exceptional client service internally and externally addressing questions and needs in a timely manner. Reporting to the Director, Total Rewards you will work closely to ensure fair compensation practices, develop incentive opportunities to align with firm strategic priorities, create reward differentiation to recognize performance, and design benefit offerings that are competitive and support our workforce needs.

Click here to apply.

Compensation Analyst (Office of Human Resources)- The Urban Institute- The Urban’s Office of Human Resources seeks a compensation analyst, to support the ongoing design and execution of urban’s compensation programs.

Reporting to the director, Total Rewards and HRIS, the compensation analyst will be responsible for assisting in the overall design, development, and administration of Urban’s compensation programs.

Gallagher, located in Richmond, VA, is currently recruiting for two Compensation Consultants who will focus on Executive Compensation. 

Gallagher is a global leader in insurance, risk management and consulting services. We help businesses  grow, communities thrive and people prosper. We live a culture defined by The Gallagher Way, our set of  shared values and guiding tenets. A culture driven by our people, over 30,000 strong, serving our clients  with customized solutions that will protect them and fuel their futures. 

Gallagher's Human Resources & Compensation Consulting practice unites some of the most respected  names in human resource consulting. Our team of experts in compensation, engagement, leadership  development, executive search, and surveys, uses industry-leading data and analytics to empower clients  with the tools they need to lead their healthcare, higher education, public sector, and nonprofit  organizations toward success. We draw on expertise from every category of human resources, then  assemble flexible consulting solutions that streamline efficiency and strengthen bottom lines. 

Position Summary: The HRCC team is looking for a Compensation Consultant to provide consulting  services to public and private organizations in the areas of executive compensation. To support the senior  leaders as needed in their prospecting and marketing to potential clients and assisting with current client  relationship management efforts with the objective of growing our business commensurate with the best  interests of the client, our company and its associates and shareholders 

Education: Bachelor’s Degree in business, engineering, science or analytical field preferred.

Experience: Requires three to five years’ experience in compensation, data research, and/or  compensation consulting environment including executive compensation, and/or management consulting.  

Key Characteristics 

• Strong analytical and problem-solving abilities 
• Proficiency in Microsoft Excel, PowerPoint, and Word 
• Strong work ethic and a service-oriented mentality 
• Ability to organize and prioritize work 
• Clear, concise, professional written and oral communications. 

Primary Responsibilities 

• Facilitate and manage comparative analysis of executive and director pay, equity incentives and stock plans, financial performance, incentive plan practices and design, and other specialized topics 
• Assist with preparation and revise client reports, including designing charts and tables, summarizing findings 
• Maintain familiarity with the compensation databases, surveys and proxy statements. Enter client data accurately and in a timely manner. 
• When appropriate, participate in client calls and meetings; helping facilitate client relationship and interactions 
• Contribute to firm-wide development of intellectual capital and other marketing efforts Attend conventions and association meetings with the Senior Leaders and assist them in conducting seminars and presentations to client groups, as appropriate. 

Client Relationship Management 

• Assist the Senior Leaders to maintain good client relationships and solve problems. Participate in client conference calls to address specific client projects, questions, or issues.
• Participate in the plan design and implementation processes as appropriate. Become familiar with client issues, client plans, and political issues. 
• Work with the Senior Leaders to assure the delivery of high-quality consulting services to clients Attend planning meetings to discuss project status and ensure the completion of client work within timelines. 
• Understand client expectations, offer ideas and suggestions during the planning meetings and throughout the various phases of the project, as appropriate. 
• As appropriate, attend client meetings telephonically and travel with Senior Leaders to observe their presentations to clients; after fully trained, deliver presentations, first in tandem with a Senior Leader, then independently as assigned. 

Productivity and Sales 

• Meet regularly with the Managing Director for mentoring, coaching, and reviewing your performance, goals, and initiatives. 
• Maintains high level of productivity and meets productivity targets. 
• Maintains an acceptable billable hour’s ratio.