Compensation Strategy Jobs in Virginia (NOW HIRING)

Salary : $82,289.00 - $136,341.00 Annually
Location : City Hall, 900 East Broad Street, Richmond, VA
Job Type: Full-Time Permanent
Job Number: 12M00000060
Department: Human Resources
Opening Date: 06/02/2026
Are you Richmond R.E.A.D.Y? Respect. Equity. Accountability. Diversity...YOU!!!
This is an EXCITING time to Join the City of Richmond! We are committed to nurturing talent, fostering growth opportunities, and building strong connections within our workforce. As we continue to make strides to becoming the employer of choice, we are thrilled about the below employee benefit enhancements:

• Virginia Retirement System (VRS)
• Language Incentive
• Referral Bonus
• Tuition Assistance Program

Description
The Class and Compensation Administrator is a senior-level strategic human resources leader responsible for directing and administering the City's classification and compensation programs. This position leads the development, implementation, and continuous improvement of compensation strategies, classification structures, pay administration practices, and workforce analytics that support the City's operational goals, workforce planning initiatives, and talent strategies.
The incumbent serves as a trusted advisor to executive leadership and department management on organizational design, compensation philosophy, labor market competitiveness, pay equity, classification structures, and workforce optimization. This position ensures compensation programs are equitable, compliant, fiscally responsible, and aligned with industry best practices and organizational objectives.
Supervisory Responsibilities
This position supervises professional and technical staff within the classification and compensation function.
Duties include but are not limited to
Strategic Leadership

• Leads the City's classification and compensation programs, including strategic planning, program administration, policy development, and operational oversight.
• Develops and implements compensation strategies that support recruitment, retention, workforce planning, and organizational effectiveness.
• Serves as a strategic advisor to executive leadership on compensation trends, organizational structure, labor market competitiveness, and workforce analytics.
• Leads or supports organizational restructuring initiatives, position management reviews, and workforce optimization efforts.
• Develops and maintains compensation philosophies, salary administration guidelines, and classification frameworks aligned with organizational goals and market practices.
• Recommends innovative and fiscally responsible compensation solutions to address recruitment and retention challenges.

Classification and Compensation Administration

• Oversees job evaluations, classification studies, compensation analyses, and market benchmarking activities.
• Directs the development, revision, and maintenance of job descriptions and classification specifications.
• Conducts complex compensation modeling, cost analysis, pay equity reviews, compression analysis, and workforce analytics.
• Oversees participation in compensation surveys and evaluates labor market trends to maintain competitive compensation programs.
• Ensures compliance with applicable federal, state, and local laws, regulations, policies, and collective bargaining agreements related to compensation administration.
• Reviews and evaluates compensation requests, organizational changes, reclassifications, and salary recommendations.
• Develops reports, dashboards, presentations, and executive summaries to support strategic decision-making.

Operational Excellence

• Establishes quality control measures and operational standards to ensure accuracy, consistency, and integrity of classification and compensation data.
• Provides guidance and training to leaders and managers regarding compensation practices, job evaluations, organizational structures, and policy interpretation.
• Leads special projects and enterprise initiatives related to workforce planning, compensation modernization, and organizational development.
• Continuously evaluates processes and recommends operational improvements to enhance efficiency and service delivery.

Qualifications, Special Certifications and Licenses
Required Knowledge, Skills, and Abilities

• Advanced knowledge of classification and compensation principles, methodologies, and best practices.
• Strong understanding of federal, state, and local laws and regulations impacting compensation administration.
• Demonstrated ability to lead complex compensation studies, workforce analyses, and organizational initiatives.
• Strong analytical, problem-solving, and strategic thinking skills.
• Advanced proficiency in Microsoft Excel and workforce analytics tools, including financial modeling and data visualization.
• Ability to interpret and communicate complex data to executive leadership and stakeholders.
• Strong project management and organizational skills with the ability to manage multiple priorities simultaneously.
• Excellent written, verbal, presentation, and interpersonal communication skills.
• Demonstrated leadership ability with experience leading teams and cross-functional initiatives.
• Ability to exercise sound judgment, maintain confidentiality, and build collaborative relationships across the organization.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Finance, or a related field.
• Seven (7) years of progressively responsible human resources experience, including significant experience in classification and compensation administration.
• Four (4) years of advanced-level compensation and classification experience involving complex analysis, workforce planning, or organizational design.
• Two (2) years of supervisory or leadership experience.

Preferred Qualifications

• Master's degree in Human Resources, Public Administration, Business Administration, or a related field.
• Public sector human resources experience.
• Experience supporting unionized or multi-department organizations.
• Professional certifications such as CCP or related credentials are preferred.
• Experience leading enterprise-wide compensation studies or classification modernization initiatives.

Working Conditions
Work is performed primarily in a professional office environment with frequent interaction with leadership, employees, and external stakeholders. The position may require attendance at meetings outside of regular business hours as needed.
Equal Employment Opportunity Statement
The City of Richmond provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
The City of Richmond is committed to the full inclusion of all qualified individuals. As part of this commitment, the City of Richmond will ensure that persons with disabilities are provided with reasonable accommodations. If you require reasonable accommodations under the Americans with Disabilities Act (ADA) to participate in the job application and/or the interview process, please contact Jessica McKenzie, HR Division Chief by email at
This policy applies to all terms and conditions of employment, including recruitment, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation and training.
The City of Richmond Values Veterans. We are an official V3 Certified Company.
The City of Richmond is a proud partner with the US Army Partnership for Your Success PaYS Program.
With over 4,000 employees, the City of Richmond is an "Employer of Choice" among cities throughout the nation. The City strives to hire and retain employees who bring dedication and talent to the workforce. Offering a competitive, cost effective, and quality benefits package is one element of an "Employer of Choice".
The City offers a full range of benefit programs from initial hire through retirement. Please visit our Web site for details.
01
5-point veteran's must have been discharged under honorable conditions and had one of the following:Active duty in the Armed Forces of the United States, in a war, or during the period 4/28/52-7/1/55 or active duty for more than 180 consecutive days other than for training, any part of which occurred during the period beginning 2/1/55 and 10/14/76 or active duty during the Gulf War sometime between 8/2/90 - 1/2/92 or active duty in a campaign or expedition for which a campaign badge has been authorized or active duty for which more than 180 consecutive days other than for training, any part of which occurred during the period beginning 9/11/2001 and ending on the date prescribed by the Presidential proclamation or by the law as the last date of operation Iraqi Freedom. Do any of these apply?

• Yes
• No

02
10-point compensable veteran. You must have an existing compensable service-connected disability of 10 percent or more. Other 10-point veteran include disabled veteran or a veteran who was awarded the Purple Heart for wound or injuries received in action, veteran's widow or widower who has not remarried, wife or husband of a veteran who has a service-connected disability, widowed, divorced or separated mother of an ex-service son or daughter who died in action, or who is totally and permanently disabled. Do any of these apply?

• Yes
• No

03
How many years of experience do you have in classification and compensation administration

• Less than one year of experience
• One to two years of experience
• Three to four years of experience
• Five to six years of experience
• Seven years of more

04
How many years of experience in a supervisory or leadership do you have?

• Less than one year of experience
• One to two years of experience
• Three to four years of experience
• Five or more years of experience

Required Question