Compensation Consultant

University of Richmond

18h•$73,008 - $121,659•Hybrid

About The Position

The Compensation Consultant provides compensation analysis, consultation and program support for the University’s compensation program. This position partners with the Director of Compensation and HR stakeholders to support job evaluation, market pricing, internal equity analysis, FLSA determinations, salary administration, compensation surveys, annual merit programs, and strategic compensation initiatives.

Requirements

Comprehensive understanding of compensation practices, programs, and plans
Thorough understanding of federal and state laws and regulations
Excellent analytical skills
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.
Bachelor's degree and 3-5 years of relevant experience in compensation or a combination of education and experience from which comparable skills are acquired

Nice To Haves

Workday experience

Responsibilities

Administer, design, and maintain the University’s compensation and classification programs, ensuring alignment with compensation philosophy, market practices, internal equity, policies, and regulatory requirements.
Perform job analysis and evaluation to determine appropriate classification, job level, salary range placement, and FLSA status within the University’s job framework. Provide guidance and recommendations on complex non-routine job evaluations and classification matters.
Provide compensation consultation to Talent Acquisition, HR Business Partners, and organizational leaders on hiring, promotions, transfers, reorganizations, job leveling, and other compensation actions using market data, internal equity, and University pay policies. Partner with the Director to lead and develop compensation training as needed.
Conduct market pricing, benchmarking, internal equity, compression, and compensation survey analyses to assess competitiveness, identify risks and trends, and develop recommendations for HR leadership; may provide guidance to junior analysts on day-to-day practices and compensation initiatives.
Support the annual salary and merit increase process, including administration, data validation, modeling, reporting, and compensation budgeting in partnership with HR, Finance, and Budget and Planning. In partnership with the Director, develop timeline, tools, and resources for key internal and external stakeholders to assist during the process.
Monitor the effectiveness of existing compensation policies, programs, and practices and make recommendations for enhancements and continuous improvement as needed.
Develop compensation metrics, analytics, and reporting and translate complex data into actionable insights and recommendations for HR and senior leadership. Identify trends, patterns, and potential compensation risks and opportunities through data analysis.
Partner with Workday Sustainment, HRIS, and HR Operations to maintain compensation data, reporting, system configuration, data integrity, and accurate processing of compensation transactions.
Provide compensation subject-matter expertise and guidance to Human Resources staff on job evaluation, market analysis, salary administration, policies, and complex compensation matters.
Partner with Budget and Planning and other stakeholders to support position control, compensation budgeting, and position management processes.
Partner with the Director of Compensation on strategic compensation initiatives, including job architecture, salary structure analysis, pay equity reviews, policy development, special studies, and process improvements. May be assigned to independently lead complex projects, analyses, or initiatives and present findings and recommendations to HR leadership and other stakeholders.