HR Business Partner- Compensation & Job Analysis
Westminster-Canterbury on Chesapeake Bay & Senior Options, LLC
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Job summary
Westminster-Canterbury on Chesapeake Bay & Senior Options, LLC is seeking a HR Business Partner – Compensation & Job Analysis to lead job architecture, compensation, and workforce planning initiatives at our Virginia Beach campus. You will collaborate with HR leadership to design job descriptions, leveling, and classifications while guiding market benchmarking and internal equity analyses.
The role requires 3+ years of HR experience, strong Excel and HRIS reporting skills, and familiarity with
Qualifications
- 3+ years of progressive HR experience with compensation, job analysis, and workforce planning.
- Advanced Excel skills with HRIS reporting and data analysis.
- Familiarity with job architecture, classification, and workforce planning.
Responsibilities
- Lead job analysis and job architecture initiatives across the organization.
- Develop standardized job descriptions, titles, and leveling.
- Administer compensation programs and conduct market benchmarking.
- Provide workforce planning support and position management.
- Generate HR reports and dashboards for leadership.
Skills
Education
Tools
Job description
Founded in 1982,
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.
- Respect for every person
- Passion for what we do
- Professionalism in all we do
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.
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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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
- 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:
- Medical, Dental, Vision Insurance (Available Day One!)
- 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
Employment 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.
We 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.
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