Compensation Consultant

University of Richmond; United States; Hybrid; USD 73,000 - 122,000; Full time

Job summary

University of Richmond seeks a Compensation Consultant to analyze and support the institution's compensation program. The role partners with HR leadership to evaluate jobs, price roles in the market, assess internal equity, determine FLSA status, and drive salary administration and surveys.

Responsibilities include coordinating with Talent Acquisition and HR Partners on hiring decisions, budgeting, and merit processes, while monitoring policy effectiveness and benchmarking trends for leadership

Qualifications

• Bachelor’s degree and 3-5 years of compensation experience.
• Strong understanding of compensation practices and applicable laws.
• Proficiency with HRIS systems and MS Office.

Responsibilities

• Administer and maintain compensation programs and job classifications.
• Provide market pricing, internal equity analyses, and salary recommendations.
• Support annual merit processes, budgeting, and related HR activities.
• Translate data into actionable insights for senior leadership.

Skills

Analytical skills

Data analysis

Confidentiality

Education

Bachelor’s degree

Tools

Workday

HRIS

Microsoft Office

Job description

Job Description

Please submit a cover letter and resume

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)