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
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
