Compensation Analyst

divh2Compensation Analyst/h2pThis position will provide critical support to the UHR Classification Compensation function. This position will support ongoing operations such as class comp reviews and creating new positions and recruitments as well as help to implement Advanced Compensation./ph3Required Qualifications:/h3pBachelors Degree in Human Resources, Business Management, or similar field; or equivalent combination of education, experience, and training./ppKnowledge of evaluating and classifying positions to determine appropriate classification and compensation levels./ppKnowledge of HR principles and practices including applicable federal/state laws and regulations governing compensation/ppExcellent interpersonal, written and oral communication skills with the ability to foster a collaborative HR environment./ppDemonstrates strong analytical and problem-solving skills/ppExperience using a variety of software applications to include MS Office, HRIS systems, ATS systems/ph3Preferred Qualifications:/h3pExperience using salary surveys./ppExperience with PeopleAdmin, Banner, or Workday Advanced Compensation./ppExperience with market compensation systems is strongly preferred./ppExperience working in a higher education environment./ppExperience with the Commonwealth of Virginia classification system or similar state or federal system./ppHR Certification/ph3Conditions of Employment:/h3pThis is a non-exempt position, eligible to receive overtime in accordance with the Fair Labor Standards ACT (FLSA), and university policy./ppAll hourly employees are subject to the limitations of the Virginia Manpower Control Program and total hours worked may not exceed, on average, 29 hours per week, over the course of a twelve-month period beginning May 1 each year./ppThis is a restricted position, position is based on the continuation of funding./ph3Remote Eligibility:/h3pHybrid (works remotely at least 1 day per week)/ppEssential Designation: No/ph3Job Duties:/h3p60% - Classification Compensation Reviews Studies:/ppPerform analysis of requested position and compensation actions to determine appropriate classification and compensation levels./ppUse published and/or conduct ad hoc surveys to obtain and analyze market pay rates./ppConduct and participate in salary surveys to assess local, regional, and national labor markets./ppMake sound recommendations consistent with State and University policy using classification factors, internal and external comparisons, and salary survey data./ppReview job descriptions for reorganizations and consult with managers on proposed changes./ppDocument classification reviews/audits to ensure appropriate and thorough supporting recommendations is properly maintained./ppProcess transactions and update appropriate systems timely and accurately./ppEscalate issues and concerns as needed. Keep supervisor informed of potential issues./ppRequest and review position descriptions to ensure descriptions are accurate and consistent with the classification for the position./ppConsult with and provide guidance to hiring managers to ensure job descriptions and qualifications are appropriate and consistent with responsibilities for the positions and will aid in attracting a robust and viable applicant pool./ppRecommend classification and compensation reviews for position descriptions with extensive changes prior to recruiting the position./ppIn coordination with employment, review salary starting pay to determine the appropriate compensation level for selected candidates./ppConsult with and provide guidance to employment specialists and hiring managers to ensure salary offers are in alignment and consistent with State and University policy./pp30% - Implement Workday Advanced Compensation:/ppSupport Workday Advanced Compensation module implementation./ppParticipate in testing- validating test scenarios and troubleshooting issues./ppCollaborate with cross-function teams to ensure the effective integration of business processes./ppSetting up review templates and award pools./ppIdentifying defects during implementation./pp10% - Administrative Functions/Actions:/ppWork with the Data and Systems Team on needed updates to HRIS and other HR systems./ppProvide analytical support and data analysis on projects and human resource metrics./ppUpdate electronic position description files as necessary to ensure files are current and up-to-date./ppOther duties as assigned./ppPosting Range: Up to $32 per hour, commensurate with experience./ppFor full consideration, submit application materials by the initial review date of January 7, 2026. Applications received after the initial review date will be considered if needed. A resume and cover letter are required for this position./ppJob Profile: JP1021 - Human Resource Analyst II - Nonexempt - Hourly - H11/ppPay Rate Type: Hourly/ppCompensation Grade: H11/ppBackground Check: William Mary is committed to providing a safe campus community. WM conducts background investigations for applicants being considered for employment. Background investigations include reference checks, a criminal history record check, and when appropriate, a financial (credit) report or driving history check./ppRemote Work Disclaimer: Remote work eligibility is not guaranteed and is subject to approval. Employee eligibility depends on the likelihood of the employee succeeding in a remote work arrangement and the supervisors ability to manage remote workers. Departments and/or Human Resources may amend, alter, change, delete, or modify eligibility./p/div

Created: 2026-03-10