Compensation Consultant II/Senior

OverviewSeniorTo develop, administer and support Navy Federal's Compensation Program ensuring its ability to attract, retain and motivate qualified employees. Program components include but not limited to: merit and performance management; salary structure, differentials and equity; incentive pay; and job documentation, analysis and evaluation. Serve as business partner to Navy Federal leadership regarding compensation issues such as pay equity, job development and organizational structure to support the achievement of business goals and objectives. Drive creative thinking and provide in-depth insight during project planning, analysis, facilitation and execution of compensation initiatives. Works independently. Lead the most complex/unusual tasks with considerable latitude and impact.Level IITo develop, administer and support Navy Federal's Compensation Program ensuring its ability to attract, retain and motivate qualified employees. Program components include but not limited to: merit and performance management; salary structure, differentials, and equity; incentive pay; and job documentation, analysis, and evaluation. Serve as business partner to Navy Federal leadership regarding compensation issues such as pay equity, job development and organizational structure to support the achievement of business goals and objectives. Drive creative thinking and provide in-depth insight during project planning, analysis, facilitation and execution of compensation initiatives and human resource initiatives. Serve as an extension of the Compensation Leadership team. Works independently.ResponsibilitiesSeniorDevelop, cultivate and maintain relationships with business unit leadership in support of Navy Federal's Compensation Program.Lead the business planning process (annual/quarterly) with clients to establish compensation and business priorities.Provide proactive guidance and consult with business unit leadership on organizational structure and/or reorganizations.Lead job and salary analyses, market pricing and recommend salaries/grade level assignments for new/existing employees according to Navy Federal Compensation methodology.Design and document jobs through the collection and analysis of information about job responsibilities and requirements.Design and conduct training on programs for employees and management.Design and develop programs and practices; make strategic recommendations.Develop and recommend enhancements to improve operational processes and procedures.Develop, modify and execute Navy Federal policies, standards and processes.Identify and address compliance issues; update guidelines and procedures to minimize risk.Lead, guide and mentor less experienced staff.Manage projects of varied scope.Prepare summaries, analyses, reports, charts, graphs, instructions, memoranda and manuals/reference materials for benchmarking purposes or for inclusion in required and ad hoc reports.Research and respond to internal/external audit requests/projects.Research, gather and synthesize data; present conclusions and recommendations to management and/or team members.Stay abreast of and ensure compliance with applicable federal, state and industry laws, regulations and guidelines.Perform other duties as assigned.Level IIServe as a leader in establishing strategic direction for compensation programs within one business unit and partner with Human Resource Business Partner (HR BP) to communicate compensation programs.Develop, cultivate, and maintain relationships with business unit leadership in support of Navy Federal's Compensation Program.Lead the business planning process (annual/quarterly) with clients to establish compensation and business priorities.Provide proactive guidance and consult with business unit leadership on organizational structure and/or reorganizations.Lead job and salary analyses, market pricing and recommend salaries/grade level assignments for new/existing employees according to Navy Federal Compensation methodology.Conduct job reviews and evaluations while guiding client groups in the development of new jobs and job families.Lead the design and conduct training on programs for employees and management.Develop and recommend enhancements to improve operational processes and procedures.Develop, modify, and execute Navy Federal policies, standards, and processes.Identify and address compliance issues; update guidelines and procedures to minimize risk.Direct and assign the business unit work to the Compensation Consultants, Analysts and Specialists.Lead, guide, and mentor to less experienced staff align to their business areas.Manage projects of varied scope.Prepare complex summaries, analyses, reports, charts, graphs, instructions, memoranda, and manuals/reference materials for benchmarking purposes or for inclusion in required and ad hoc reports.Research and respond to internal/external audit requests/projects.Research, gather and synthesize data; present conclusions and recommendations to management and/or team members.Stay abreast of and ensure compliance with applicable federal, state and industry laws, regulations, and guidelines.Perform other duties as assigned.QualificationsSeniorAdvanced knowledge of compensation principles, practices and techniques.Advanced knowledge of laws and regulations affecting compensation practices such as FLSA, Title VII, Equal Pay Act, Age Discrimination in Employment Act and Americans with Disabilities Act.Experience working and participating in cross-functional, multi-dimensional teams and projects.Extensive experience in managing multiple priorities independently and/or in a team environment to achieve goals.Significant experience in independently managing or administering a function or project.Extensive experience in handling highly confidential and sensitive situations.Extensive experience in identifying relevant analytical problems, determining appropriate diagnostic methods and solving unique and complex issues/problems.Advanced knowledge of the relationships between Compensation, other HR functions and business operations.Significant experience in analyzing and administering job, market and salary evaluation programs.Experience in compensation planning and incentive plan development.Effective skill demonstrating thought leadership in providing vision & strategic thinking to technical decisions/issues.Expert verbal and written communication skills.Expert skill presenting findings, conclusions, alternatives and information clearly and concisely.Advanced skill building effective relationships through rapport, trust, diplomacy and tact.Advanced skill speaking and/or presenting in front of groups in a professional setting.Expert organizational, planning and time management skills.Expert word processing and spreadsheet software skills.Advanced database and presentation software skills.Advanced skill influencing and building consensus with business partners.Bachelor's Degree in Human Resources or the equivalent combination of training, education, and experience.Level IIAdvanced knowledge of compensation principles, practices, and techniques.Advanced knowledge of laws and regulations affecting compensation practices such as FLSA, Title VII, Equal Pay Act, Age Discrimination in Employment Act and Americans with Disabilities Act.Significant experience in analyzing and administering job, market, and salary evaluation programs.Significant experience in compensation planning and incentive plan development.Responsible for maintaining awareness and knowledge of market conditions and trends to support compensation programs, processes, and initiatives for the enterprise and/or a specific client area.Stay abreast of and ensure compliance with applicable federal, state and industry laws, regulations, and guidelines.Significant experience working and participating in cross-functional, multi-dimensional teams and projects.Significant experience in independently managing or administering a function or project.Significant experience in leading, guiding and mentoring less experienced staff.Significant experience managing multiple priorities independently and distributing work to team members to ensure deadlines are met.Significant experience creating professional presentations to deliver and educate compensation concepts and initiatives to the general employee population.Advanced experience in identifying relevant analytical problems, determining appropriate diagnostic methods, and solving unique and complex issues/problems.Advanced knowledge of the relationships between Compensation, other HR functions and business operations.Experience working in an HR BP model.Working knowledge of Navy Federal's functions, philosophy, operations, and organizational objectives.Knowledge of systems and software used at Navy Federal.Certified Compensation Professional (CCP) certification.Advanced skill demonstrating thought leadership in providing vision & strategic thinking to technical decisions/issues.Advanced skill presenting findings, conclusions, alternatives, and information clearly and concisely.Advanced skill building effective relationships through rapport, trust, diplomacy, and tact.Advanced skill influencing and building consensus with business partners.Bachelor's Degree in Human Resources or the equivalent combination of training, education, and experience.Desired QualificationsSeniorFamiliarity with Navy Federal's functions, philosophy, operations and organizational objectives.Experience with mergers/acquisitions.Previous consulting experience in an HR related Consulting firm.CCP certification.Hours:

Monday - Friday, 8:00AM - 4:30PMLocations:

820 Follin Lane Vienna, Virginia 22180 | 5550 Heritage Oaks Dr. Pensacola, FL 32526 | 141 Security Drive Winchester, VA 22602 | 9999 Willow Creek Road San Diego, CA 92131 | 295 Bendix Rd Suite 250 Virginia Beach, VA 23452The salary for this position is: Level II:

$76,900 - $138,900

Senior:

$95,000 - $159,675 annuallyAbout UsNavy Federal provides much more than a job. We provide a meaningful career experience, including a culture that is energized, engaged and committed; and fierce appreciation for our teams, who are rewarded with highly competitive pay and generous benefits and perks.Equal Employment Opportunity:

Navy Federal values, celebrates, and enacts diversity in the workplace. Navy Federal takes affirmative action to employ and advance in employment qualified individuals with disabilities, disabled veterans, Armed Forces service medal veterans, recently separated veterans, and other protected veterans. EOE/AA/M/F/Veteran/DisabilityHybrid Workplace:

Navy Federal Credit Union is a hybrid workplace, and details will be discussed during your interview process.Disclaimers:

Navy Federal reserves the right to fill this role at a higher/lower grade level based on business need. An assessment may be required to compete for this position. Job postings are subject to close early or extend out longer than the anticipated closing date at the hiring team's discretion based on qualified applicant volume. Navy Federal Credit Union assesses market data to establish salary ranges that enable us to remain competitive. You are paid within the salary range, based on your experience, location and market position.Bank Secrecy Act:

Remains cognizant of and adheres to Navy Federal policies and procedures, and regulations pertaining to the Bank Secrecy Act.

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