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  • May 17, 2024 10:56 AM | Anonymous member (Administrator)


    Performs advanced level analysis and administration of the company’s compensation programs. Manages compensation projects from inception to implementation. Compensation responsibilities include data analysis, policy review, geographic assignments, compensation tools/systems, annual merit cycles, queries, and reports. 

    Job Duties

    • Participate in strategic and operational initiatives to enhance the compensation program.  May act as team leader or team member.
    • Analyze compensation, market and other data and provide recommendations.
    • Research external market trends, competition, business intelligence and other information and data to ensure that Compensation Strategy remains market competitive.  Research internal data, information, and projects to make recommendations to existing or new compensation strategy initiatives.
    • Develop and document internal business processes that allow us to meet our goals. Make recommendations to improve business processes.
    • Provide advanced analysis and recommendations for business processes for a new Workday implementation.
    • Lead the development of compensation design and introduction of new programs.
    • Administer and oversee day-to-day compensation administration. Research and analyze compensation related issues.
    • Work with leadership at all levels of the organization to evaluate all aspects of compensation strategy and provide data and recommendations.
    • Perform operational compensation responsibilities such as market analysis, salary ranges, job descriptions, policies, compensation email responses, queries, or reports.  Develop, update, and distribute compensation communications to HR Managers and teammates.
    • Audit, develop, maintain, and implement all compensation policies/programs to ensure compliance with federal and state regulations and internal policies.  
    • Perform required analysis to ensure that exempt and administrative jobs have the appropriate market target based on geographic location.
    • Develop content for education and training for compensation programs or initiatives.
    • Responsible for testing compensation programs in ERP and develop test scenarios for other departments to test (HR, Finance, Payroll, etc.). 
    • Manage annual merit cycle for different non-exempt pay structures. Assist with the administration of the annual exempt merit and bonus program. 



    • Bachelor’s degree in business or a related field such as human resources, accounting, finance, or mathematics preferred. 
    • 3 or more years of advanced compensation analysis experience or equivalent.
    • Ability to work remotely and collaboratively within team and with other HR departments and business/operational leaders. 
    • Experience with ERP implementation preferred.  Workday required.
    • Advanced Microsoft Excel and Word skills are required. 
    • Ability to analyze and organize substantial amounts of data and make recommendations for solutions based on internal and external factors.
    • Ability to manage assigned projects including fact-gathering, analysis, meeting deadlines, communication, training, implementation, and project completion evaluation. 
    • Strong project management, decision-making, problem solving and analytical skills.
    • Strong verbal and written communication skills.  Ability to discuss compensation and projects with organization leaders.
    • Ability to create content and deliver on-line training.
    • Knowledge of federal and state laws related to compensation and HR required.


    If you are interested and qualified, please send a “Word” copy of your resume/CV and salary requirements to the address below.  When applying, please indicate the job and the location in the subject line of your e-mail.  


    Jericho HR Group



  • April 22, 2024 2:04 PM | Anonymous member

    Apply online at the CCPS Career Website

    General Description:

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

    Essential Job Functions:

    • Assists in leading the system-wide compensation and classification program:
    • Provides research and statistical analysis of various compensation issues
    • Performs market research and salary surveys to gather data for compensation analysis
    • Researches and evaluates organizational needs and market trends and develops new or enhanced compensation programs, methods and approaches
    • Plans, designs, develops and compiles salary surveys as needed. Conducts historical trend analysis as well as forecasting
    • Prepares impact/cost analysis and advises management of impact of classification and compensation on budget
    • Assist in preparing and maintaining the annual Compensation Plan for distribution to schools and departments
    • Assists in the development and maintenance of salary structures and pay scales
    • Maintains accurate records and documentation related to job evaluations and compensation decisions
    • Provides guidance and training to HR staff, school employees and managers and responds to external inquiries regarding classification and compensation issues, policy interpretation, problem resolution and compliance with human resources regulations and state and federal law.
    • Conducts position classification and salary grade for new or revised job classifications based on job evaluation and internal/external organizational or market factors, as assigned
    • Determines the Fair Labor Standards Act (FLSA) exemption for all positions. Provides advice and guidance to managers and employees regarding application of FLSA.
    • Plays a crucial role in efficiently processing, reviewing, and approving Temporary Work Assignment rates for a diverse range of positions, ensuring adherence to established policies and guidelines
    • Performs calculations of salary adjustment for promotions, demotions and lateral movements, ensuring equitable and consistent application of compensation policies across the organization
    • Conducts ongoing maintenance and organization of job descriptions on the talent acquisition platform
    • Reviews and evaluates internal processes, procedures and systems; identifies opportunities for improvement and participates in the development, enhancement and implementation of department operating policies and procedures to enhance services.
    • Actively contributes to the creation and development of comprehensive programs aimed at effectively researching and responding to compensation inquiries
    • Reviews and interprets compensation policies and guidelines
    • Performs other related duties as assigned.

    Budgetary Responsibility:


    Report Preparation:

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

    Equipment Operation:

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


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

    Work Direction/Supervision:


    Decision Making:

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

    Formal Policy-Setting Responsibilities:

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

    Physical Demands:

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

    Work Environment:

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


    • Excellent attention to detail and accuracy in data analysis.
    • Willingness to learn and/or Knowledge of: classification and compensation administration; job analysis and job evaluation principles, methods and procedures; federal and state wage and salary laws and regulations; principles and theories of compensation administration practices.
    • Demonstrated ability to: communicate effectively, both orally and in writing; plan and organize projects in a team environment to meet deadlines; plan and organize independent work to meet deadlines;analyze problems and develop creative solutions to compensation issues;use technology to support job functions; such as Google, Word,PowerPoint, Excel, and web-based resources for professional development and communication.
    • Experience with analyzing data, understanding trends, and developing presentations through the appropriate software (Google Slides, PowerPoint, Canva).


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

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

    • Federal Bureau of Investigation (FBI) Criminal History Investigation
    • State Police Criminal History Investigation
    • Child Protective Services (CPS) Investigation
    • Tuberculosis Screening/Test

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

    Apply online at the CCPS Career Website

  • February 16, 2024 10:33 AM | Anonymous member (Administrator)

    Lansing Building Products has supplied professional contractors with high-quality building products since its founding in 1955. Led by third generation President & CEO Hunter Lansing, we remain true to the family values and mission of Respect, Service and Excellence in everything we do. A certified Great Place To Work™, Lansing has nearly 2,000 associates in 112 branches serving customers in 35 states along with Home Office locations in Richmond, VA and Waltham, MA.  We exist to make a positive impact in people’s lives and are focused on delivering a best-in-class experience to our associates and our customers.

    The Compensation Manager at Lansing Building Products (LBP) oversees the strategic management of compensation programs, ensuring alignment with company goals and industry standards. The role involves designing, implementing, and administering compensation policies while maintaining compliance with legal regulations. Additionally, the Compensation Manager collaborates with various departments to provide guidance on compensation-related matters.

    Essential Functions:

    1. Design, deliver, and manage comprehensive compensation programs across Sales, Operations, and Home Office, adapting to market changes and supporting long-term strategic goals.
    2. Proactively research compensation trends, legal requirements, and innovative tools to enhance existing programs.
    3. Conduct and participate in compensation surveys to benchmark LBP's offerings against industry standards.
    4. Conduct job evaluations to ensure equitable positioning of roles within the organization and in the marketplace.
    5. Ensure fair and consistent administration of compensation actions in compliance with legal and regulatory requirements.
    6. Assist in communicating compensation-related policies, procedures, and systems, interpreting human resources policies for clarity.
    7. Provide consultative support to leaders and managers on compensation-related issues, emphasizing sound and consistent compensation management practices.
    8. Maintain historical records, prepare reports for the Board of Directors, and oversee compensation plan administration and record-keeping.
    9. Collaborate with the payroll department to ensure timely filing and distribution of required documents.
    10. Analyze and benchmark existing compensation policies against industry practices to establish competitive programs.
    11. Provide documentation for Compensation Plan audits as required.


    1. Exemplify Lansing’s Purpose, Mission, and Values.
    2. In-depth knowledge of federal, state, and local legal and regulatory compliance related to compensation.
    3. Strong analytical skills with the ability to interpret and communicate data effectively.
    4. Experience with job architecture and equity analysis.
    5. Proficient in Windows operating systems, Microsoft Office Suite, and Human Capital Management software.

    1.      Advanced Excel skills with macros, pivot tables, etc. are necessary and a strong knowledge of HRIS systems.

    1. Excellent communication skills for effective interaction with internal and external stakeholders.
    2. Ability to work collaboratively with various teams and departments.
    3. Strong project management skills, demonstrating independent judgment and decision-making.
    4. Proven ability to handle confidential information with trustworthiness.
    5. Innovative mindset with a willingness to challenge the status quo.

    Work Environment: This is an "in-office" role based in Richmond, with occasional travel (5%) to other Lansing locations.

    Position Type and Expected Hours of Work: Full-time, Monday through Friday, 8 a.m. to 5 p.m.

    Required Education and Experience:

    1. Bachelor's degree in business, economics, finance, human resources, or a related field.
    2. Minimum of three years' compensation analysis experience for a large, multi-location employer.
    3. Certified Compensation Professional (CCP) credential from World-at-Work or a comparable certification preferred.

    Apply here!

(c) Richmond Compensation Association



P.O. Box 5931 Midlothian, VA 23112

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