Top 7 Compensation manager Jobs in Norfolk, Va

CLASSIFICATION AND COMPENSATION MANAGER
City of Newport News —Newport News, VA
- Clean driving record
- Customer service
- 5 years
1d
Benefits Manager
Versability Resources Inc —Hampton, VA
- $75,000 - $90,000 a year
- Online Application
- Hybrid work
- Customer service
- HIPAA
- Office
- Dental insurance
Account Manager- Employee Benefits
Insurance Office of America, Inc. —Virginia Beach, VA
- $55,000 - $70,000 a year
- Full-time
- Microsoft Outlook
- 5 years
- Mid-level
- Paid holidays
- Health insurance
Quick Apply
14d
Employee Benefits Senior Client Manager, Select
World Insurance Associates LLC —Virginia Beach, VA
- Full-time
- Office
- Bachelor's degree
- Experience equivalent to degree accepted
Quick Apply
14d

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CLASSIFICATION AND COMPENSATION MANAGER

City of Newport News -
Newport News, VA

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Job Details

1 day ago

Qualifications

Statistics
Fiscal management
Confidential information handling
Compensation market research
Customer service
Anti-discrimination law
Spreadsheets
Writing skills
HR analytics
HR legal compliance
Employee data management
Driver's License
ADA compliance
Math
Data management
HR compliance
Ratio analysis
Task prioritization
Statistical modeling
Regression analysis
Computer skills
Job evaluation for salary planning
Financial data analysis tools
Data-driven decision making
Organizational budget management
Equal Employment Opportunity (EEO)
Data analysis software

Full Job Description

JOB DESCRIPTION
CLASSIFICATION AND

COMPENSATION MANAGER
HUMAN RESOURCES

Newport News, Virginia Human Resources

Department

GENERAL STATEMENT OF RESPONSIBILITIES

Under general supervision, this position performs complex administrative and professional work in
the areas of employee compensation and job classification. The Classification & Compensation
Manager oversees all aspects of the City's compensation and classification programs to ensure
competitiveness, internal equity, legal compliance, accuracy, and alignment with organizational goals.
Work involves leading compensation plan administration, salary structure maintenance, job
evaluation, market analysis, and advising departments on compensation-related decisions. Reports to
the Director of Human Resources and/or designee.

ESSENTIAL JOB FUNCTIONS

Develops and interprets the City’s compensation philosophy and recommends revisions to maintain
competitiveness and alignment with market trends and City policies. Manages and maintains the City’s
Compensation Plan, including step plans, open ranges, and specialized pay structures. The role
gathers, analyzes, and interprets compensation data and recommends adjustments to the salary
structure based on market movement and internal equity. Oversees in range adjustments, compression
analyses, and competitive wage reviews and provides written recommendations and justification. The
position also serves as the subject matter expert for compensation policies, ensuring consistent
application and compliance with FLSA and applicable state and local wage laws.

Ensures job descriptions and classification specifications accurately reflect duties, responsibilities, and
qualifications and updates or reclassifies positions as needed. The Manager conducts job analyses using
desk audits, questionnaires, and interviews and determines appropriate classification and FLSA status.
Maintains the classification structure and job families and advises departments on job redesign,
organizational restructuring, and career progression pathways.

Conducts and participates in salary surveys, responds to external survey requests, and maintains
competitive labor market datasets. The position performs complex market analyses, including
benchmarking, regression modeling, and internal equity reviews, to support pay recommendations.
Prepares and presents reports, dashboards, and recommendations to department directors, HR
leadership, and executive stakeholders to support data informed decision making.

Maintains compensation related data within HRIS systems and oversees job codes, pay grades, FLSA
designations, and other classification fields. The role partners with HRIS administrators to ensure
accuracy and consistency in all compensation and classification information. Builds and maintains
analytics related to turnover, pay compression, staffing patterns, and salary expenditures to inform
policy and program decisions.

PC# 12950
Page 1 of 3 Revised: 07/01/2026

Provides guidance to department heads, managers, HR Business Partners, and City leadership
regarding compensation and classification practices. The position collaborates with Budget and
Finance to model salary projections, pay plan adjustments, and fiscal impacts of compensation and
classification recommendations. Supports recruitment efforts by advising on starting salary placement,
market competitiveness, and talent alignment. The role also develops and delivers training and
communication tools to explain compensation policies, pay practices, and organizational impacts.

The position may be responsible for the effective supervision and administration of assigned staff,
including prioritizing and assigning work, performance management, employee relations, and related
activities in areas such as budget preparation, expenditure monitoring, and payroll management.
Assists with special projects, program evaluations, and operational improvements that enhance
departmental efficiency and service delivery.

Performs other duties as assigned.

PERFORMANCE STANDARD

Employees at all levels are expected to effectively work together to meet the needs of the community
and the organization through work behaviors demonstrating the City’s Values. Employees are also
expected to lead by example and demonstrate the highest level of ethics.

REQUIRED KNOWLEDGE

Compensation - Comprehensive knowledge of compensation principles and practices, including

salary structures, step plans, open ranges, broad banding, and specialized pay systems.

Classification – Comprehensive knowledge of job evaluation methodologies, job analysis

techniques, and classification systems (including job families and career ladders).

Employment Law & Compliance — Knowledge of federal, state, and local laws affecting

compensation and classification, including FLSA, EEOC guidelines, ADA considerations, pay
equity statutes, and wage and hour regulations. Understanding of public sector rules, civil service
frameworks, and collective bargaining impacts on compensation.

Statistical Mathematics – statistical methods and compensation analytics, such as regression

modeling, compa-ratio analysis, range penetration, pay compression diagnostics, and market
index calculations.

REQUIRED SKILLS

Judgement/Decision Making – Ability to use logic and reasoning to understand, analyze, and

evaluate situations and exercise good judgment to make appropriate decisions.

Data Interpretation & Analytical Skills – Utilizes a personal computer with word processing,

spreadsheet, financial analysis, and data management software to complete administrative and
analytical tasks with accuracy and efficiency. Demonstrates skill in using HRIS and data
analytics tools to extract, analyze, model, and report compensation information.

Interpersonal Relationships – Develops and maintains cooperative and professional

relationships with employees at all levels of management to include representatives from other
departments and organizations. Effectively handles inquiries, complaints from or disputes with
patrons and staff from outside agencies.

PC# 12950
Page 2 of 3 Revised: 07/01/2026

REQUIRED ABILITIES

Coordination of Work - Ability to establish and implement effective administrative programs

and procedures. Ability to plan and organize daily work routine. Establishes priorities for the
completion of work in accordance with sound time-management methodology. Performs a
broad range of supervisory responsibility over others.

Communication – Excellent ability to listen and understand directions, information and ideas

presented verbally and in writing. Ability to handle a variety of customer service issues with tact
and diplomacy and in a confidential manner.

Analytical & Strategic Abilities - Ability to interpret and apply compensation policies, ensuring

consistent application across the organization. Ability to model salary projections, estimate fiscal
impacts, and support strategic workforce and budget planning.

EDUCATION AND EXPERIENCE

Requires a Bachelor’s Degree in Business Administration, Human Resources, Finance, Accounting, or
a closely related field, and 5–7 years of progressively responsible experience in compensation
administration, job evaluation and classification, market analysis and wage studies, FLSA compliance
and exemption testing, and HRIS data management related to job codes, pay grades, and classification
fields. An equivalent combination of education and experience may be considered, preferably in a
public sector or human resources environment.

Professional Human Resources certifications such as SHRM-CP/SCP, HRCI PHR/SPHR, or CCP are
desirable. One to two years of lead or supervisory experience is preferred.

ADDITIONAL REQUIREMENTS

An acceptable general background investigation to include a local and state criminal history check and
a valid driver’s license with an acceptable driving record.

PHYSICAL REQUIREMENTS

Requires the ability to exert light physical effort in sedentary to light work.
Some lifting, carrying, pushing and/or pulling of objects and materials of light weight (5-10

pounds).

Tasks may involve extended periods of time at keyboard or workstation.

SENSORY REQUIREMENTS

Some tasks require the ability to perceive and discriminate sounds and visual cues or signals.
Some tasks require the ability to communicate orally.

ENVIRONMENTAL EXPOSURES

Essential functions are regularly performed without exposure to adverse environmental conditions.

PC# 12950
Page 3 of 3 Revised: 07/01/2026

Apply Now

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compensation manager jobs in norfolk, va

CLASSIFICATION AND COMPENSATION MANAGER

Benefits Manager

Account Manager- Employee Benefits

Employee Benefits Senior Client Manager, Select

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