HR Business Partner- Compensation & Job Analysis

Westminster-Canterbury on Chesapeake Bay & Senior Options, LLC•Virginia Beach, VA

5d•$70,000 - $75,000•Onsite

About The Position

The HR Business Partner – Compensation & Job Analysis will provide specialized HR support focused on compensation, workforce planning, position control, job analysis, organizational design, and HR analytics. This position partners with HR leadership and departmental leaders to support accurate staffing plans, equitable compensation practices, and informed organizational decisions. This role serves as an analytical and operational resource, conducting compensation and workforce analyses, evaluating positions and organizational changes, maintaining accurate position information, and providing meaningful workforce insights. The position also supports key HR operational processes and initiatives while partnering closely with the Sr. HRBP, Talent Acquisition Manager, HRIS Manager, and organizational leadership.

Requirements

3+ years of progressive HR experience, with working knowledge of compensation principles (job analysis & salary bench-marking) titling, departmental org. design, job description architecture, position control, and workforce planning.
Advanced proficiency in Microsoft Excel or Google Sheets, including complex formulas, pivot tables, lookup functions, data reconciliation, and large dataset analysis.
Experience with HRIS reporting, data analysis, and preparing accurate reports and professional presentations.
Working knowledge of applicable federal and Virginia employment laws and regulations.
Flu-Vaccinated

Nice To Haves

Bachelor’s Degree in Human Resources, Business, Finance, or a related field.
Experience using UKG Pro/WFM (UltiPro) or comparable HRIS platforms for reporting and data analysis.
Familiarity with business intelligence tools such as UKG BI/Cognos, Domo, Power BI, or comparable systems.
Experience in a Life Plan Community, healthcare, senior living, long-term care, or related environment.
PHR, SHRM-CP, or another relevant professional certification.

Responsibilities

Support the administration, evaluation, and continuous improvement of WCCB's compensation programs, including market competitiveness, internal equity, salary structures, and job classifications.
Manage position control accuracy and support workforce planning through staffing analysis, headcount reconciliation, position evaluations, and review of proposed organizational changes.
Conduct job analysis and maintain accurate job descriptions, classifications, and organizational position information to support consistent and informed employment decisions.
Develop workforce analytics, reports, and meaningful recommendations to support HR leadership, Finance, and organizational decision-making.
Partner with HR leadership, Talent Acquisition, and departmental leaders to support effective HR operations, position management, and appropriate application of established policies and procedures.
Identify and support improvements to HR processes, data integrity, and reporting practices while maintaining confidentiality and professional judgment.
Support other HR projects and initiatives as assigned.
Conduct compensation analysis and develop recommendations based on internal equity, market competitiveness, position responsibilities, pay compression, and established compensation practices.
Research and maintain external compensation benchmarks, salary survey data, and internal compensation information to support salary grade and range evaluations for new and existing positions.
Support annual compensation reviews, quarterly clinical compensation reviews, merit and market adjustments, and other compensation initiatives, ensuring appropriate documentation and leadership approvals.
Maintain accurate compensation records, analyses, and supporting documentation to promote consistency, compliance, and informed decision-making.
Manage and maintain accurate position information across HR systems, position control records, and organizational staffing plans. Conduct routine audits and reconciliations of approved headcount, FTE, employee assignments, and staffing budgets, investigating and resolving discrepancies in partnership with HR, Finance, and departmental leadership.
Conduct job analysis and maintain accurate job descriptions, including responsibilities, qualifications, competencies, classifications, and organizational reporting relationships.
Evaluate requests for new positions, increased headcount, reclassifications, title changes, and departmental reorganizations. Analyze compensation, budget, staffing, and organizational implications and prepare recommendations for leadership review and approval.
Partner with Talent Acquisition to validate staffing requisitions against approved positions, authorized headcount, job classifications, and established compensation ranges prior to recruitment.
Maintain supporting documentation for approved positions, organizational changes, job evaluations, and workforce planning decisions.
Independently develop and maintain recurring and ad hoc HR reports, dashboards, and workforce analyses using HRIS data and available business intelligence tools.
Analyze key workforce metrics, including turnover, retention, staffing levels, vacancy rates, FTE trends, and compensation data. Identify trends, discrepancies, and opportunities for improvement while ensuring data accuracy.
Translate complex workforce data into clear, actionable insights, reports, and presentations for HR leadership, executive leadership, and the Board of Directors.
Provide guidance to organizational leaders and HR team members on compensation, job analysis, position management, and related HR policies and procedures.
Maintain a working knowledge of applicable federal and Virginia employment laws and regulations related to compensation, classification, and employment practices.
Lead and support assigned HR operational projects and process improvements, including workforce planning, position control, compensation administration, workflow documentation, and HRIS-related enhancements.
Provide operational support and backup for key HR processes, including Personnel Action Forms (PAFs), position and department changes, promotions, reporting relationship updates, and new-hire processing. Ensure transactions align with approved positions, compensation guidelines, and established HR procedures.
Collaborate with HR leadership and Business Partners on department-wide initiatives, including team member engagement, open enrollment, team member events, and other HR projects. Provide additional support for general HR Business Partner activities as needed.