Job Details

Job Requisition:
JR101216 Compensation Analyst (Open)

Job Posting Title:
Compensation Analyst

Department:
CC00404 WM001 | WMUO | Workday Project

Job Family:
Staff - Total Rewards

Worker Sub Type:
Wage-Temporary (requires end date - non-benefited) (Fixed Term) (Fixed Term)

Job Requisition Primary Location:
William & Mary

Primary Job Posting Location:
William & Mary

Job Description Summary:
This 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.

Job Description:

Required Qualifications:

• Bachelor's Degree in Human Resources, Business Management, or similar field; or equivalent combination of education, experience, and training.
• Knowledge of evaluating and classifying positions to determine appropriate classification and compensation levels.
• Knowledge of HR principles and practices including applicable federal/state laws and regulations governing compensation
• Excellent interpersonal, written and oral communication skills with the ability to foster a collaborative HR environment.
• Demonstrates strong analytical and problem-solving skills
• Experience using a variety of software applications to include MS Office, HRIS systems, ATS systems

Preferred Qualifications:

• Experience using salary surveys.
• Experience with PeopleAdmin, Banner, or Workday Advanced Compensation.
• Experience with market compensation systems is strongly preferred.
• Experience working in a higher education environment.
• Experience with the Commonwealth of Virginia classification system or similar state or federal system.
• HR Certification

Conditions of Employment:

• This is a non-exempt position, eligible to receive overtime in accordance with the Fair Labor Standards ACT (FLSA), and university policy.
• All 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.
• This is a restricted position, position is based on the continuation of funding.

Remote eligibility: Hybrid (works remotely at least 1 day per week)

Essential Designation: No

Job Duties:

60% - Classification & Compensation Reviews & Studies:

• Perform analysis of requested position and compensation actions to determine appropriate classification and compensation levels.
• Use published and/or conduct ad hoc surveys to obtain and analyze market pay rates.
• Conduct and participate in salary surveys to assess local, regional, and national labor markets.
• Make sound recommendations consistent with State and University policy using classification factors, internal and external comparisons, and salary survey data.
• Review job descriptions for reorganizations and consult with managers on proposed changes.
• Document classification reviews/audits to ensure appropriate and thorough supporting recommendations is properly maintained.
• Process transactions and update appropriate systems timely and accurately.
• Escalate issues and concerns as needed. Keep supervisor informed of potential issues.
• Request and review position descriptions to ensure descriptions are accurate and consistent with the classification for the position.
• Consult 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.
• Recommend classification and compensation reviews for position descriptions with extensive changes prior to recruiting the position.
• In coordination with employment, review salary starting pay to determine the appropriate compensation level for selected candidates.
• Consult with and provide guidance to employment specialists and hiring managers to ensure salary offers are in alignment and consistent with State and University policy.

30% - Implement Workday Advanced Compensation:

• Support Workday Advanced Compensation module implementation.
• Participate in testing- validating test scenarios and troubleshooting issues.
• Collaborate with cross-function teams to ensure the effective integration of business processes.
• Setting up review templates and award pools.
• Identifying defects during implementation.

10% - Administrative Functions/Actions:

• Work with the Data and Systems Team on needed updates to HRIS and other HR systems.
• Provide analytical support and data analysis on projects and human resource metrics.
• Update electronic position description files as necessary to ensure files are current and up-to-date.
• Other duties as assigned.

Posting Range: Up to $32 per hour, commensurate with experience.

Additional Job Description:

For 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.

Job Profile:
JP1021 - Human Resource Analyst II - Nonexempt - Hourly - H11

Qualifications:

Pay Rate Type:
Hourly

Compensation Grade:
H11

Recruiting Start Date:
2025-12-17

Review Date:
2026-01-07

Position Restrictions:

EEO is the Law. Applicants can learn more about William & Mary's status as an equal opportunity employer by viewing the "Know Your Rights" poster published by the U.S. Equal Employment Opportunity Commission. https://www.eeoc.gov/know-your-rights-workplace-discrimination-illegal

Background Check: William & Mary is committed to providing a safe campus community. W&M 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.

Remote 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 supervisor's ability to manage remote workers. Departments and/or Human Resources may amend, alter, change, delete, or modify eligibility.