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  • August 18, 2017 11:10 AM | Anonymous member
    Date:  August 2017
    Job Title: Compensation Analyst I/II
    Department: Human Resources
    Division:  CarMax Home Office
    Location:  Richmond, VA - Home Office

    Position Description

    The Compensation Analyst may need to apply knowledge of compensation principles to a variety of situations with general supervision.  The position will partner with the Compensation Manager in the development, implementation, and administration of Compensation Milestone programs.  In addition the position is responsible for the review and creation of job descriptions, recommendation of salary ranges, development of various reports and audits, and may lead small cross-functional projects to resolve compensation related business challenges.

    1. Analyze job descriptions; recommend changes to content, title, salary range, and FLSA status.
    2. Review changes in wages, salaries and allotments for conformance to policy.
    3. Partner with Compensation team to review and coordinate completion of compensation surveys.
    4. Partner with Salary Administrators and Sr. Management to advise and counsel on compensation related decisions.
    5. Improve, administer, and assist with Milestone processes which include, but are not limited to Merit, Short-term Incentive and Long-term Incentive programs.
    6. Analyze pay equity within bands, grades, and departments.
    7. Partner with Compensation Manager to review and coordinate completion of compensation projects.  
    8. Coordinate the development and documentation of procedures to streamline processes and ensure compliance with regulatory requirements.
    9. May ensure compliance with all federal and state laws relating to compensation plans, projects, and Milestones.
    10. May develop and review Associate communication regarding compensation plans, projects, and Milestones.
    11. May develop training materials and management tools.
    12. Demonstrate concept results through testing and simulation.
    13. Partner with HRTS Analysts to ensure that the HRTS system aligns with compensation designs and is updated to reflect changes to salary structures, bonus programs, etc. 
    14. Complete other related duties, analysis and projects as assigned.

    Position Requirements

    • Ability to advise and counsel effectively (written and verbal) with all levels of Associates. 
    • Ability to devise new approaches to problems.
    • Ability to establish schedules and timelines to achieve company expectations. 
    • Ability to convey a professional and positive image to applicants and Associates.  
    • Ability to teach others on how to complete tasks and processes.
    • Excellent analytical and organizational skills.
    • Ability to reason and communicate regulations and detailed information on compensation to all levels of Associates in a courteous and professional manner.

    • Bachelor's degree or equivalent experience, preferred
    • Experience in Compensation or Human Resources, required
    • Courses or seminars related to compensation administration and/or processing, preferred
    • CCP certification, preferred
    • Advanced knowledge with computer based applications, like Microsoft Office, desired
    • Specific knowledge of HRIS systems, Workday and Peoplesoft, preferred

  • July 13, 2017 8:58 AM | Anonymous member (Administrator)

    Date:                                       June 2017

    Job Title:                                Compensation Administrator

    Grade Level:                          41

    Position Number:                 71750

    Work Location:                      Human Resources, Compensation & Benefits

    Immediate Supervisor:         Director of Compensation and Benefits

    Terms of Employment:        12 month position

    FLSA Status/Test:                Exempt

    General Description:  Provides advanced specialized professional leadership and coordination in the planning, design, implementation and administration of job classification and compensation programs for the school division. Researches and evaluates organizational needs and market trends and develops new or enhanced compensation programs, methods and approaches. Provides advice and guidance to HR staff, school division management and employees on a wide range of compensation-related issues.  Assists the Director of Compensation and Benefits in review of processes.  Complex work is performed within specific departmental objectives and policies; employee plans own work and coordinates with others as necessary.  Contacts are frequently made at all organizational levels within and outside the school system.  Actions impact the school division at all levels; considerable judgment is required.

    Essential Job Functions:

    ·         Manages the System-wide compensation and classification program. Reviews and evaluates the effectiveness of the compensation plan through internal and external research to assess internal equity and competitiveness within the marketplace; develops strategies and recommends adjustments as necessary to support the division’s strategic plan and objectives. Participates in the implementation of job restructuring programs and other compensation projects that impact the division.  Provides research and statistical analysis of various compensation issues.  Plans, designs, develops and compiles salary surveys.  Designs survey database; analyzes data and provides recommendations for salary and benefit actions.  Conducts historical trend analysis and forecasts future actions. 

    ·         Projects present and future year compensation for preparation of the annual school division budget.   Compiles and evaluates compensation information; analyzes, prepares and presents compensation recommendations.  Prepares impact/cost analysis and advises management of impact of classification and compensation on internal operations and budget.  Responds to inquiries from principals and other administrators concerning classification and compensation of positions for use in preparing departmental budgets

    ·         Responds to and resolves sensitive and complex inquiries, issues and complaints.  Provides guidance and training to HR staff, school employees and managers and responds to external inquiries regarding classification and compensation issues, policy interpretation, problem resolution and compliance with human resources regulations and state and federal law.  Conducts on site job evaluation; establishes position classification and salary grade for new or revised job classifications based on job evaluation and internal/external organizational or market factors.  Establishes starting pay for all newly hired and promoted non-teaching personnel. 

    ·         Oversees maintenance of the job description database; develops and implements new or revised job descriptions. Determines the Fair Labor Standards Act exemption for all positions. Provides advice and guidance to managers and employees regarding application of the Act.

    ·         Manages the Temporary Work Assignment program approving payment for various positions and the referral process to other departments regarding payments.

    ·         Prepares and maintains the annual Compensation Plan for distribution to schools and departments. Collaborates with HR Systems to develop and maintain job classification and salary tables.  Assists in the planning, coordination and reporting of the annual salary increases for contracts and work assignments. Performs compensation testing and system audits to ensure all salary actions and annual salary increases are uploaded to the mainframe correctly and general data integrity. Develops database management and reporting systems for compensation planning and administration.  Acts as liaison to Human Resources, Finance and Information Systems Departments for data management and information processing.

    ·         Directs the work of HR Specialist who provides assistance in all areas of compensation.

    ·         Reviews and evaluates internal processes, procedures and systems; identifies opportunities for improvement and participates in the development, enhancement and implementation of department operating policies and procedures to enhance services.  Attends and participates in professional seminars and workshops; stays current on issues relative to human resources.  Attends School Board Meetings and Budget Work Sessions as necessary. Leads or serves on project teams as directed to evaluate and improve HR or school system services.

    ·         Provides division organizational charts.

    ·         Assists  Human Resources and Systems personnel with annual contract process.

    ·         Assists HR Administrator with Athletic and Academic Supplements annual setup and auditing.

    ·         Performs other related duties as assigned.

    Budgetary Responsibility N/A

    Report Preparation: Prepares a variety of ad-hoc reports to provide market information, recommendations and costs associated with HR actions.  Prepares salary/market surveys as requested by external consultants, other school systems and private, public (local, state and federal) sectors.

    Equipment Operation:  Utilizes a personal computer, general office equipment and other equipment related to assigned area.

    Contacts: CCPS employees at all levels-Daily-To provide advice and guidance, explain policies and procedures, obtain and provide information related to job functions, serve on project teams.  External HR Departments (other school systems, county, state and federal govt)-Daily–To obtain and provide information.

    Work Direction/Supervision:  Provides work direction and reviews work performed by HR Specialist.

    Decision Making: Independently prepares recommendations for review and approval of the supervisor.

    Formal Policy-Setting Responsibilities: Makes recommendations and assists in the developing and revising existing or implementation of new policies. 

    Physical Demands: Must have the ability to sit and stand for extended periods of time; exhibit manual dexterity to use a telephone, to enter data into a computer terminal; to see and read a computer screen and printed material with or without vision aids; hear, understand speech and speak in audible tones so that others may understand clearly at normal levels indoors and on the telephone. Physical agility to bend, stoop, sit on the floor, climb stairs, walk and reach overhead.

    Work Environment: The employee regularly works in an office environment.  The noise level in the work environment is quiet to moderate.

    Knowledge/Skills/Abilities: Considerable knowledge of the principles and theories of human resources management; classification and compensation administration; survey principles, methods, procedures and techniques; job analysis and job evaluation principles, methods and procedures and of federal and state wage and salary laws and regulations. Working knowledge of budgeting procedures and business math and English.  Skill in the operation of a personal computer, utilizing a variety of software applications to include database, presentation, word processing and spreadsheet software.   Demonstrated ability to communicate effectively, both orally and in writing; to organize, meet deadlines, analyze problems and develop creative solutions to complex human resource issues.

    Requirements: Bachelor’s Degree in appropriate related field or a combination of education and extensive work experience comparable to a four year degree.  Minimum of five years of successful experience in human resources position. Preferred: Current PHR/SPHR or CCP certification. Strongly prefer professional-level and progressively responsible human resources experience in a setting of related scope and complexity to a school division or similar environment. An equivalent combination of education and professional level experience administering personnel policies, procedures, and programs may be accepted in lieu of preferred level of education.

    Chesterfield County Public Schools assures Equal Employment Opportunities for employees as required by Federal and State Orders and Laws.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential tasks. This job description is intended to accurately reflect the position activities and requirements.  However, administration reserves the right to modify, add, or remove duties and assign other duties as necessary.  It is not intended to be and should not be construed as an all-inclusive list of all the responsibilities, skills, or working conditions associated with the position and does not imply an employment contract.


© Richmond Compensation Association 

P.O. Box 5931, Midlothian VA 23112