HR Business Partner- Compensation & Job Analysis

Westminster-Canterbury-On-Chesapeake-Bay; Virginia Beach (VA); On-site; USD 70,000 - 75,000; Full time

Benefits offered by this job

Life & Disability Insurance

Retirement plan with employer match

PTO & 6 paid holidays (+2 floating)

Job summary

Westminster-Canterbury on Chesapeake Bay seeks an HR Business Partner focused on compensation and job analysis to drive equitable and competitive pay structures across the organization. The role collaborates with HR leadership, Talent Acquisition, HRIS, and department heads to ensure accurate job descriptions, leveling, and workforce planning.

You’ll analyze market data, maintain position control, and develop actionable insights for senior leadership.

Qualifications

• 3+ years of progressive HR experience focusing on compensation, job analysis, and workforce planning.
• Experience with salary benchmarking and market analyses.
• Strong knowledge of federal and Virginia employment laws and regulations.

Responsibilities

• Lead job analysis and job architecture initiatives to standardize descriptions, titles, levels, classifications, and competencies.
• Administer and evaluate compensation programs, including salary structures and market competitiveness.
• Develop and maintain position control records, headcount planning, and reporting to HR leadership and departmental heads.
• Create recurring and ad hoc HR reports and dashboards to track workforce metrics.

Skills

Analytical thinking

Communication

Collaboration

Excel / Spreadsheet skills

Education

Bachelor’s Degree in HR, Business, Finance, or related field

Tools

Microsoft Excel

Google Sheets

HRIS (UKG Pro / UltiPro)

Job description

HR Business Partner- Compensation & Job Analysis

Job Category: Human Resources

Requisition Number: HRBUS001580

• Posted : October 10, 2026
• Full-Time

Locations

Showing 1 location

Description

Location: 3100 Shore Drive, VB VA 23451

Reports to: HRIS Manager

Schedule: Monday-Friday 8:30AM-5PM

About Us

Founded in 1982, Westminster-Canterbury on Chesapeake Bay is a not-for-profit, faith-based Life Plan Community. Located along the southern shore of Chesapeake Bay, our scenic, resort-style campus is home to a vibrant community of residents and staff who share a passion for service, joy, and well-being.

Our mission? Enriching lives through the power of purpose, belonging, and wellness.

We live our values every day:

Respect for every person

Passion for what we do

Professionalism in all we do

Apply today and help us bring wellness, joy, and energy to the heart of our community!

As a trusted partner across the organization, the Human Resources Team champions a workplace where individuals feel valued, supported, and inspired to do their best work.From Talent Acquisition hiring and welcoming new team members, to creating growth pathways through Compensation Analysis, Internal Mobility ladders, and Training & Development, we help turn potential into purpose. Through Benefits/Total Rewards and Absence Management, we care for the whole person. Through Employee Engagement and Employee Relations, we nurture connection, trust, and belonging— while our HR-Technology experts ensure the systems behind the scenes work seamlessly to support the employee experience.

We don’t just manage processes — we invest in people. Every conversation, every program, and every partnership is rooted in one goal: helping our organization thrive by helping our people thrive.

The HR Business Partner – Compensation & Job Analysis leads key HR functions related to compensation, workforce planning, job analysis, and HR analytics. This role is responsible for maintaining a consistent job architecture and supporting organizational design through structured job descriptions, job titling, job leveling, position evaluation, and workforce analysis.

Partnering with HR leadership, Talent Acquisition, HRIS, and departmental leaders, this position promotes equitable compensation, effective organizational structures, accurate position management, and data-informed workforce decisions.

What You’ll Do in This Role:

Job Analysis, Job Architecture & Organizational Design

• Lead job analysis and job architecture initiatives, establishing consistency in job descriptions, job titles, job levels, classifications, qualifications, and competencies across the organization.
• Evaluate job responsibilities, reporting relationships, and organizational structures to support appropriate job leveling, position alignment, and organizational design.
• Develop and maintain standardized job description frameworks and guidelines that promote consistency, clarity, and alignment across departments.
• Evaluate requests for new positions, reclassifications, title changes, and organizational restructuring; assess role alignment, internal equity, staffing implications, and organizational needs.
• Partner with HR leadership and departmental leaders to recommend job architecture and organizational changes that support operational needs and established compensation practices.

Compensation Analysis & Guidance

• Administer and evaluate compensation programs, including salary structures, market competitiveness, internal equity, and job classifications.
• Conduct market benchmarking and compensation analyses to evaluate salary grades and ranges, pay compression, and proposed compensation adjustments.
• Support annual compensation reviews, clinical compensation reviews, merit increases, and market adjustments, ensuring appropriate documentation and approvals.

Workforce Planning & Position Management

• Maintain accurate position control records and staffing plans, including approved headcount, position assignments, and reporting relationships.
• Reconcile position data and approved headcount in partnership with HR, HRIS, and departmental leaders; investigate and resolve discrepancies.
• Evaluate proposed staffing changes and develop recommendations based on organizational needs, workforce data, and approved position structures.
• Partner with Talent Acquisition to validate requisitions against approved positions, authorized headcount, job classifications, and compensation guidelines.

HR Analytics & Reporting

• Develop and maintain recurring and ad hoc HR reports, dashboards, and workforce analyses using HRIS and business intelligence tools.
• Analyze workforce metrics, including turnover, retention, vacancies, staffing levels, and compensation, identifying trends and opportunities for improvement.
• Translate workforce data into actionable insights and presentations for HR leadership, executive leadership, and the Board of Directors.

HR Operations & Partnership

• Advise HR colleagues and organizational leaders on job architecture, compensation, position management, and related policies and procedures.
• Maintain accurate HR records and support improvements to HR processes, data integrity, reporting, and HRIS functionality.
• Provide operational backup for HR transactions, including Personnel Action Forms (PAFs), promotions, position and department changes, reporting relationship updates, and new-hire processing.
• Collaborate on HR initiatives, including team member engagement, open enrollment, and other departmental priorities.
• Maintain knowledge of applicable federal and Virginia employment requirements related to compensation, classification, and employment practices.

Core Competencies

• Analytical Thinking: Ability to independently interpret complex data, evaluate organizational and compensation issues, and develop actionable recommendations.
• Job Analysis & Organizational Design: Ability to evaluate job responsibilities, job architecture, organizational structures, and position alignment.
• Communication: Ability to clearly communicate findings and recommendations to HR, leadership, and non-HR audiences.
• Organization & Project Management: Ability to independently manage competing priorities, projects, and deadlines.
• Confidentiality & Judgment: Ability to exercise sound judgment when handling sensitive personnel, organizational, and compensation information.
• Collaboration: Ability to build effective partnerships across HR and the organization.

The Experience You’ll Bring

Required

• 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.

Preferred

• 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.

Compensation Range: $70,000- $75,000/year (based on relevant experience)

Full-Time Employee (and eligible Part-Time Employee) Benefits & Perks Include:

Life & Disability Insurance (Short- and Long-Term)

Retirement Plan with Employer Match

Paid Time Off (PTO) & 6 Paid Holidays (+ 2 Floating Holidays)

Tuition Assistance + Scholarships for You & Your Family

Employee Assistance Program (EAP)

Legal/Identity Theft Protection Plans

Team Member Discounts

Career Growth & Leadership Development Opportunities

At-Will Employment StatementEmployment with our organization is “at-will,” meaning that either the employee or the employer may terminate the employment relationship at any time, with or without notice, and for any reason not prohibited by law.

Equal Employment Opportunity StatementWe are an equal opportunity employer and are committed to creating an inclusive and diverse workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected characteristic as outlined by applicable laws.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.