Senior Class and Compensation Consultant

Senior Class and Compensation Consultant

Salary

$78,829.00 - $127,042.00 Annually

Location

City Hall, 900 East Broad Street, Richmond, VA

Job Type

Full-Time Permanent

Job Number

12M00000NEW

Department

Human Resources

Opening Date

11/12/2026

Closing Date

11/29/2026 11:59 PM Eastern

• Description
• Benefits
• Questions

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 anticipated hiring range is $78,829 - $106,339

The Senior Class and Compensation Specialist performs advanced professional work in the analysis, administration, and improvement of the City's classification and compensation programs. The position independently conducts complex job evaluations, classification studies, market analyses, salary placement reviews, and internal equity assessments to support consistent, competitive, and fiscally responsible compensation decisions. Working under the general direction of the Class and Compensation Administrator, the incumbent serves as a technical resource to Human Resources staff and department management. The position develops well-supported recommendations, explains analytical findings, and coordinates assigned projects across departments. Work requires independent judgment, careful evaluation of competing information, and discretion in handling sensitive employee and compensation data.

Supervisory Responsibilities

This position has no regular direct supervisory responsibilities. The incumbent may lead assigned projects, coordinate the work of project participants, and provide technical guidance, mentoring, and peer review. The Administrator retains responsibility for program direction, policy approval, and staff supervision. Classification and compensation actions are subject to established approval authority

Duties include but are not limited to

Classification and Job Evaluation

• Conducts complex classification studies involving new positions, reallocations, reorganizations, and changes in assigned duties; gathers and evaluates job information through questionnaires, interviews, organizational charts, and other supporting records.
• Evaluates the scope, complexity, decision-making authority, supervisory responsibilities, and organizational impact of positions; distinguishes changes in the level of work from changes in workload or individual performance.
• Applies established job evaluation methods and classification criteria to recommend appropriate titles, classification assignments, and pay grades; documents findings, alternatives, and the basis for recommendations.
• Develops, revises, and maintains job descriptions and classification specifications in consultation with departments; identifies essential functions, qualifications, and distinguishing characteristics and supports consistent terminology across the City.
• Analyzes organizational structures and reporting relationships, identifies overlapping duties or inconsistent classification practices, and recommends options for the Administrator's review.

Compensation Analysis and Salary Administration

• Conducts market studies and compensation surveys; evaluates comparator organizations, benchmark job matches, pay structures, and data quality, accounting for differences in duties, work schedules, and compensation components.
• Analyzes internal equity, salary compression and inversion, range placement, and relevant experience or tenure; identifies patterns and develops recommendations supported by documented evidence.
• Reviews proposed hiring ranges, new hire offers, promotions, acting pay, special salary adjustments, and other compensation actions for consistency with the pay plan, salary administration guidelines, internal equity, and applicable approval requirements.
• Develops compensation models and cost estimates for pay structure changes, salary adjustments, and implementation options; states assumptions and distinguishes recurring costs from one-time costs.
• Works with external consulting firms and other vendors on Citywide classification and compensation studies. Coordinates data collection, validates and provides City data, and responds to data requests. Reviews and analyzes study findings, verifies benchmark job matches, and evaluates implementation options.

Position Review and Technical Consultation

• Supports the Position Control Oversight Board process by reviewing requisitions and supporting documentation, verifying classification and compensation information, and identifying budget or policy issues for review; maintains accurate decision records and tracks conditions and required follow-up.
• Provides technical guidance to departments, Human Resources business partners, and Talent Acquisition on job evaluation, salary placement, compensation procedures, and documentation requirements; refers policy exceptions and unresolved issues to the Administrator.
• Prepares compensation research, data responses, and cost analyses to support collective bargaining and labor relations activities under the direction of the Administrator; protects confidential and sensitive information.

Data Integrity and Operational Improvement

• Reconciles classification, position, pay plan, and payroll data; investigates discrepancies, coordinates authorized corrections, and maintains reliable records and an audit trail of analyses and decisions.
• Builds and maintains analytical workbooks, reports, dashboards, and salary review tools; validates formulas, calculations, and source data before use in compensation recommendations.
• Coordinates assigned job description modernization and process improvement projects; develops procedures, training materials, and presentations and monitors milestones and outstanding actions.
• Maintains supporting documentation in accordance with applicable records requirements, safeguards access to sensitive data, and performs other related duties as assigned.

Qualifications, Special Certifications and Licenses

Required Knowledge, Skills and Abilities

• Advanced knowledge of classification and compensation principles, job analysis and evaluation methods, market pricing, salary structures, internal equity analysis, and salary administration practices.
• Knowledge of public sector personnel practices, position management, and budgeting concepts; working knowledge of laws, regulations, and collective bargaining provisions applicable to assigned compensation work.
• Skill in analyzing large datasets, evaluating job comparability, developing cost models, and translating complex findings into clear and defensible recommendations.
• Advanced proficiency in Microsoft Excel, including lookup and conditional formulas, pivot tables, data validation, and reconciliation; ability to use human resources information systems and reporting tools.
• Ability to assess incomplete or conflicting information, identify the additional evidence needed, apply standards consistently, and recognize matters requiring escalation.
• Excellent oral and written communication skills, including the ability to explain complex or sensitive classification and pay matters clearly and tactfully to employees at all levels, supervisors, department leaders, and Human Resources colleagues. Prepares clear job descriptions, technical reports, recommendations, and correspondence.
• Ability to manage multiple complex assignments, maintain accurate documentation, meet deadlines, and coordinate projects across departments.
• Ability to protect confidential information, exercise sound judgment, establish productive working relationships, and provide responsive service while maintaining analytical objectivity.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Finance, or a related field.
• Five (5) years of progressively responsible professional human resources experience, including at least three (3) years of direct classification and compensation experience involving job evaluation, market analysis, salary administration, or internal equity review.
• Demonstrated experience independently completing complex classification or compensation analyses and preparing written recommendations.

Preferred Qualifications

• Public sector classification and compensation experience in a large organization with multiple departments or bargaining units.
• Experience supporting comprehensive compensation studies, classification modernization, salary structure implementation, or collective bargaining cost analysis.
• Certified Compensation Professional (CCP), SHRM Certified Professional (SHRM-CP), Professional in Human Resources (PHR), or a related professional credential.
• Experience with Power Query, Power BI, or comparable tools for data preparation, reporting, and process improvement.

Working Conditions

Work is performed primarily in an office environment and involves extensive computer use, review of detailed records, and frequent interaction with employees and department representatives. The position requires sustained attention, analytical reasoning, and the ability to communicate complex or sensitive information. Occasional visits to City worksites and meetings outside regular business hours may be required. Essential functions may be performed with reasonable accommodation. This description identifies the general nature and level of work assigned and is not an exhaustive list of all responsibilities

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 Veronica Kenner, by email at HR-ADA@rva.gov.

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 veterans 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, veterans 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

Which answer best describes your highest level of education?

• High School Diploma/ GED
• Associates Degree
• Bachelors Degree
• Masters Degree
• None of the above

04

What level of experience do you have working with external compensation consultants or vendors conducting classification and compensation studies?

• I have no direct experience working with external consultants
• I have assisted with providing data or documentation requested by external consultants
• I have participated in consultant-led studies by validating information, reviewing findings, and coordinating departmental responses
• I have served as a primary technical coordinator or project lead, overseeing data validation, benchmark reviews, analysis of findings, and implementation recommendations

05

Describe your experience reviewing position control requests, organizational structures, and departmental staffing changes.

• I have limited experience reviewing position or staffing information
• I have assisted with processing position requests and maintaining organizational records
• I have independently reviewed position requests, organizational changes, and supporting classification documentation
• I have coordinated complex position management reviews involving classification, compensation, organizational alignment, budget considerations, and approval requirements

06

What level of experience do you have administering classification and compensation programs within a public sector organization?

• I have limited exposure to public sector HR practices
• I have supported public sector HR functions involving position management or compensation administration
• I have directly administered classification or compensation activities within a public sector environment
• I have extensive experience administering public sector classification and compensation programs involving pay plans, position control, budgeting considerations, and applicable personnel policies or collective bargaining provisions

07

What level of professional experience do you have conducting position classification studies or job evaluations?

• I have limited exposure to reviewing job descriptions or classification information
• I have assisted with collecting job information and reviewing classification requests
• I have independently conducted job evaluations and made classification recommendations
• I have independently managed complex classification studies involving reorganizations, position reallocations, job evaluations, and recommendations for classification changes

08

Describe your experience conducting compensation market research and salary analyses.

• I have limited experience accessing salary information or compensation surveys
• I have assisted with reviewing salary surveys and collecting compensation data
• I have conducted market analyses and evaluated salary data to support compensation recommendations
• I have independently conducted comprehensive market studies, evaluated benchmark positions, analyzed market competitiveness, and developed compensation recommendations

09

What level of experience do you have evaluating internal equity, salary compression, and salary inversion?

• I am familiar with these concepts but have limited practical experience
• I have reviewed employee salaries and assisted with identifying potential pay disparities
• I have conducted internal equity analyses and identified salary compression concerns.
• I have independently conducted complex internal equity assessments, identified systemic pay disparities, and developed data-supported recommendations

10

What is your level of experience developing, revising, and maintaining job descriptions and classification specifications?

• I have limited experience reviewing existing job descriptions
• I have assisted with updating job descriptions and collecting departmental information
• I have independently developed and revised job descriptions to reflect essential functions, qualifications, and position responsibilities
• I have led job description modernization or classification specification projects involving multiple departments and organizational levels

11

Which statement best describes your professional experience using Excel and HR data analysis tools?

• I primarily use Excel for data entry and basic formatting
• I regularly use basic formulas, sorting, filtering, and spreadsheets to organize HR information
• I use lookup functions, pivot tables, conditional formulas, and data validation to analyze and reconcile HR data
• I develop advanced analytical workbooks, automated reporting tools, complex formulas, data reconciliation models, and compensation dashboards

Required Question

Employer City of Richmond

Address 900 East Broad Street

Suite

Richmond, Virginia, 23219

Phone (804) 646-5660

804-646-5660

Website https://www.rva.gov/