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 ProgramLead the business planning process (annual/quarterly) with clients to establish compensation and business prioritiesProvide proactive guidance and consult with business unit leadership on organizational structure and/or reorganizationsLead job and salary analyses, market pricing and recommend salaries/grade level assignments for new/existing employees according to Navy Federal Compensation methodologyDesign and document jobs through the collection and analysis of information about job responsibilities and requirementsDesign and conduct training on programs for employees and managementDesign and develop programs and practices; make strategic recommendationsDevelop and recommend enhancements to improve operational processes and proceduresDevelop, modify and execute Navy Federal policies, standards and processesIdentify and address compliance issues; update guidelines and procedures to minimize riskLead, guide and mentor less experienced staffManage projects of varied scopePrepare summaries, analyses, reports, charts, graphs, instructions, memoranda and manuals/reference materials for benchmarking purposes or for inclusion in required and ad hoc reportsResearch and respond to internal/external audit requests/projectsResearch, gather and synthesize data; present conclusions and recommendations to management and/or team membersStay abreast of and ensure compliance with applicable federal, state and industry laws, regulations and guidelinesPerform other duties as assignedLevel 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 communication compensation programsDevelop, cultivate, and maintain relationships with business unit leadership in support of Navy Federal's Compensation ProgramLead the business planning process (annual/quarterly) with clients to establish compensation and business prioritiesProvide proactive guidance and consult with business unit leadership on organizational structure and/or reorganizationsLead job and salary analyses, market pricing and recommend salaries/grade level assignments for new/existing employees according to Navy Federal Compensation methodologyConduct job reviews and evaluations while guiding client groups in the development of new jobs and job familiesLead the design and conduct training on programs for employees and managementDevelop and recommend enhancements to improve operational processes and proceduresDevelop, modify, and execute Navy Federal policies, standards, and processesIdentify and address compliance issues; update guidelines and procedures to minimize riskDirect and assign the business unit work to the Compensation Consultants, Analysts and SpecialistsLead, guide, and mentor to less experienced staff align to their business areasManage projects of varied scopePrepare complex summaries, analyses, reports, charts, graphs, instructions, memoranda, and manuals/reference materials for benchmarking purposes or for inclusion in required and ad hoc reportsResearch and respond to internal/external audit requests/projectsResearch, gather and synthesize data; present conclusions and recommendations to management and/or team membersStay abreast of and ensure compliance with applicable federal, state and industry laws, regulations, and guidelinesPerform other duties as assignedQualificationsSeniorAdvanced knowledge of compensation principles, practices and techniquesAdvanced 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 ActExperience working and participating in cross-functional, multi-dimensional teams and projectsExtensive experience in managing multiple priorities independently and/or in a team environment to achieve goalsSignificant experience in independently managing or administering a function or projectExtensive experience in handling highly confidential and sensitive situationsExtensive experience in identifying relevant analytical problems, determining appropriate diagnostic methods and solving unique and complex issues/problemsAdvanced knowledge of the relationships between Compensation, other HR functions and business operationsSignificant experience in analyzing and administering job, market and salary evaluation programsExperience in compensation planning and incentive plan developmentEffective skill demonstrating thought leadership in providing vision & strategic thinking to technical decisions/issuesExpert verbal and written communication skillsExpert skill presenting findings, conclusions, alternatives and information clearly and conciselyAdvanced skill building effective relationships through rapport, trust, diplomacy and tactAdvanced skill speaking and/or presenting in front of groups in a professional settingExpert organizational, planning and time management skillsExpert word processing and spreadsheet software skillsAdvanced database and presentation software skillsAdvanced skill influencing and building consensus with business partnersBachelor's Degree in Human Resources or the equivalent combination of training, education, and experienceLevel IIAdvanced knowledge of compensation principles, practices, and techniquesAdvanced 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 ActSignificant experience in analyzing and administering job, market, and salary evaluation programsSignificant experience in compensation planning and incentive plan developmentResponsible 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 areaStay abreast of and ensure compliance with applicable federal, state and industry laws, regulations, and guidelinesSignificant experience working and participating in cross-functional, multi-dimensional teams and projectsSignificant experience in independently managing or administering a function or projectSignificant experience in leading, guiding and mentoring less experienced staffSignificant experience managing multiple priorities independently and distributing work to team members to ensure deadlines are metSignificant experience creating professional presentations to deliver and educate compensation concepts and initiatives to the general employee populationAdvanced experience in identifying relevant analytical problems, determining appropriate diagnostic methods, and solving unique and complex issues/problemsAdvanced knowledge of the relationships between Compensation, other HR functions and business operationsExperience working in an HR BP modelWorking knowledge of Navy Federal's functions, philosophy, operations, and organizational objectivesKnowledge of systems and software used at Navy FederalCertified Compensation Professional (CCP) certificationAdvanced skill demonstrating thought leadership in providing vision & strategic thinking to technical decisions/issuesAdvanced skill presenting findings, conclusions, alternatives, and information clearly and conciselyAdvanced skill building effective relationships through rapport, trust, diplomacy, and tactAdvanced skill influencing and building consensus with business partnersBachelor's Degree in Human Resources or the equivalent combination of training, education, and experienceDesired QualificationsSeniorFamiliarity with Navy Federal's functions, philosophy, operations and organizational objectivesExperience with mergers/acquisitionsPrevious consulting experience in an HR related Consulting firmCCP certificationHours: 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.• Best Companies for Latinos to Work for 2024• Computerworld® Best Places to Work in IT• Forbes® 2024 America's Best Large Employers• Forbes® 2023 The Best Employers for New Grads• Fortune Best Workplaces for Millennials™ 2023• Fortune Best Workplaces for Women ™ 2023• Fortune 100 Best Companies to Work For® 2024• Military Times 2023 Best for Vets Employers• Newsweek Most Loved Workplaces• Ripplematch Campus Forward Award - Excellence in Early Career Hiring• Yello and WayUp Top 100 Internship ProgramsFrom Fortune. ©2024 Fortune Media IP Limited. All rights reserved. Used under license. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of, Navy Federal Credit Union.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/Disability 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 positionBank Secrecy Act: Remains cognizant of and adheres to Navy Federal policies and procedures, and regulations pertaining to the Bank Secrecy Act.REQNUMBER: 20994-OTHLOC-100005807416479