Compensation Consultant

University of Richmond; Richmond (VA); Hybrid; USD 73,000 - 122,000; Full time

Job summary

University of Richmond is seeking a Compensation Consultant to analyze and support the University's compensation program. The role partners with the Director of Compensation and HR stakeholders on job evaluation, market pricing, internal equity, FLSA determinations, salary administration, surveys, merit programs, and strategic initiatives.

Responsibilities include designing and maintaining compensation programs, performing analyses, advising Talent Acquisition and HR partners, and supporting

Qualifications

• REQUIRED: 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
• Preferred: Workday experience

Responsibilities

• Administer and maintain compensation programs aligned with policies and market practices
• Perform job analysis and classification, including FLSA status
• Provide compensation consultations to Talent Acquisition and HR partners
• Lead market pricing, internal equity, and survey analyses
• Support annual merit and budgeting processes with stakeholders
• Develop compensation metrics and reports for leadership
• Collaborate with Workday HRIS for data integrity

Skills

Compensation knowledge

Analytical skills

Microsoft Office

HRIS experience

Data confidentiality

Accuracy under pressure

Education

Bachelor's degree in a relevant field

Workday experience (preferred)

Tools

Workday

Job description

Job Description

POSITION SUMMARY: 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.

KEY JOB DUTIES/RESPONSIBILITIES

• Partners with the Director of Compensation to administer, design, and maintain the University's compensation and classification programs, ensuring alignment with compensation philosophy, market practices, internal equity, policies, and regulatory requirements.
• Performs job analysis and evaluation to determine appropriate classification, job level, salary range placement, and FLSA status within the University's job framework.
• Provides guidance and recommendations on complex non-routine job evaluations and classification matters.
• Provides 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.
• Conducts 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.
• Supports 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, develops timeline, tools, and resources for key internal and external stakeholders to assist during the process.
• Monitors the effectiveness of existing compensation policies, programs, and practices and makes recommendations for enhancements and continuous improvement as needed.
• Develops compensation metrics, analytics, and reporting and translates complex data into actionable insights and recommendations for HR and senior leadership.
• Identifies trends, patterns, and potential compensation risks and opportunities through data analysis.
• Partners with Workday Sustainment, HRIS, and HR Operations to maintain compensation data, reporting, system configuration, data integrity, and accurate processing of compensation transactions.
• Provides compensation subject-matter expertise and guidance to Human Resources staff on job evaluation, market analysis, salary administration, policies, and complex compensation matters.
• Partners with Budget and Planning and other stakeholders to support position control, compensation budgeting, and position management processes.
• Partners 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.

WORKING CONDITIONS/PHYSICAL EFFORT

Office environment

WORK HOURS

Full-time, exempt position

Monday - Friday, 8:30 a.m. - 5:00 p.m.; 7.75 hrs./day; 38.75 hrs./week

Hybrid work week after the first 90 days

QUALIFICATIONS

• 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.

EDUCATION & EXPERIENCE

REQUIRED: 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

Preferred: Workday experience

SALARY STRUCTURE

Pay Grade 9 (Hiring Range $73,008 to $121,659 annually)