OverviewnnSeniornnTo 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.nnLevel IInnTo 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.nnResponsibilitiesnnSeniornnDevelop, cultivate and maintain relationships with business unit leadership in support of Navy Federal's Compensation ProgramnnLead the business planning process (annual/quarterly) with clients to establish compensation and business prioritiesnnProvide proactive guidance and consult with business unit leadership on organizational structure and/or reorganizationsnnLead job and salary analyses, market pricing and recommend salaries/grade level assignments for new/existing employees according to Navy Federal Compensation methodologynnDesign and document jobs through the collection and analysis of information about job responsibilities and requirementsnnDesign and conduct training on programs for employees and managementnnDesign and develop programs and practices; make strategic recommendationsnnDevelop and recommend enhancements to improve operational processes and proceduresnnDevelop, modify and execute Navy Federal policies, standards and processesnnIdentify and address compliance issues; update guidelines and procedures to minimize risknnLead, guide and mentor less experienced staffnnManage projects of varied scopennPrepare summaries, analyses, reports, charts, graphs, instructions, memoranda and manuals/reference materials for benchmarking purposes or for inclusion in required and ad hoc reportsnnResearch and respond to internal/external audit requests/projectsnnResearch, gather and synthesize data; present conclusions and recommendations to management and/or team membersnnStay abreast of and ensure compliance with applicable federal, state and industry laws, regulations and guidelinesnnPerform other duties as assignednnLevel IInnServe 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 programsnnDevelop, cultivate, and maintain relationships with business unit leadership in support of Navy Federal's Compensation ProgramnnLead the business planning process (annual/quarterly) with clients to establish compensation and business prioritiesnnProvide proactive guidance and consult with business unit leadership on organizational structure and/or reorganizationsnnLead job and salary analyses, market pricing and recommend salaries/grade level assignments for new/existing employees according to Navy Federal Compensation methodologynnConduct job reviews and evaluations while guiding client groups in the development of new jobs and job familiesnnLead the design and conduct training on programs for employees and managementnnDevelop and recommend enhancements to improve operational processes and proceduresnnDevelop, modify, and execute Navy Federal policies, standards, and processesnnIdentify and address compliance issues; update guidelines and procedures to minimize risknnDirect and assign the business unit work to the Compensation Consultants, Analysts and SpecialistsnnLead, guide, and mentor to less experienced staff align to their business areasnnManage projects of varied scopennPrepare complex summaries, analyses, reports, charts, graphs, instructions, memoranda, and manuals/reference materials for benchmarking purposes or for inclusion in required and ad hoc reportsnnResearch and respond to internal/external audit requests/projectsnnResearch, gather and synthesize data; present conclusions and recommendations to management and/or team membersnnStay abreast of and ensure compliance with applicable federal, state and industry laws, regulations, and guidelinesnnPerform other duties as assignednnQualificationsnnSeniornnAdvanced knowledge of compensation principles, practices and techniquesnnAdvanced 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 ActnnExperience working and participating in cross-functional, multi-dimensional teams and projectsnnExtensive experience in managing multiple priorities independently and/or in a team environment to achieve goalsnnSignificant experience in independently managing or administering a function or projectnnExtensive experience in handling highly confidential and sensitive situationsnnExtensive experience in identifying relevant analytical problems, determining appropriate diagnostic methods and solving unique and complex issues/problemsnnAdvanced knowledge of the relationships between Compensation, other HR functions and business operationsnnSignificant experience in analyzing and administering job, market and salary evaluation programsnnExperience in compensation planning and incentive plan developmentnnEffective skill demonstrating thought leadership in providing vision & strategic thinking to technical decisions/issuesnnExpert verbal and written communication skillsnnExpert skill presenting findings, conclusions, alternatives and information clearly and conciselynnAdvanced skill building effective relationships through rapport, trust, diplomacy and tactnnAdvanced skill speaking and/or presenting in front of groups in a professional settingnnExpert organizational, planning and time management skillsnnExpert word processing and spreadsheet software skillsnnAdvanced database and presentation software skillsnnAdvanced skill influencing and building consensus with business partnersnnBachelor's Degree in Human Resources or the equivalent combination of training, education, and experiencennLevel IInnAdvanced knowledge of compensation principles, practices, and techniquesnnAdvanced 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 ActnnSignificant experience in analyzing and administering job, market, and salary evaluation programsnnSignificant experience in compensation planning and incentive plan developmentnnResponsible 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 areannStay abreast of and ensure compliance with applicable federal, state and industry laws, regulations, and guidelinesnnSignificant experience working and participating in cross-functional, multi-dimensional teams and projectsnnSignificant experience in independently managing or administering a function or projectnnSignificant experience in leading, guiding and mentoring less experienced staffnnSignificant experience managing multiple priorities independently and distributing work to team members to ensure deadlines are metnnSignificant experience creating professional presentations to deliver and educate compensation concepts and initiatives to the general employee populationnnAdvanced experience in identifying relevant analytical problems, determining appropriate diagnostic methods, and solving unique and complex issues/problemsnnAdvanced knowledge of the relationships between Compensation, other HR functions and business operationsnnExperience working in an HR BP modelnnWorking knowledge of Navy Federal's functions, philosophy, operations, and organizational objectivesnnKnowledge of systems and software used at Navy FederalnnCertified Compensation Professional (CCP) certificationnnAdvanced skill demonstrating thought leadership in providing vision & strategic thinking to technical decisions/issuesnnAdvanced skill presenting findings, conclusions, alternatives, and information clearly and conciselynnAdvanced skill building effective relationships through rapport, trust, diplomacy, and tactnnAdvanced skill influencing and building consensus with business partnersnnBachelor's Degree in Human Resources or the equivalent combination of training, education, and experiencennDesired QualificationsnnSeniornnFamiliarity with Navy Federal's functions, philosophy, operations and organizational objectivesnnExperience with mergers/acquisitionsnnPrevious consulting experience in an HR related Consulting firmnnCCP certificationnnHours: Monday - Friday, 8:00AM - 4:30PMnnLocations: 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 23452nnThe salary for this position is: Level II: $76,900 - $138,900 Senior: $95,000 - $159,675 annuallynnAbout UsnnNavy 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.nn• Best Companies for Latinos to Work for 2024nn• Computerworld® Best Places to Work in ITnn• Forbes® 2024 America's Best Large Employersnn• Forbes® 2023 The Best Employers for New Gradsnn• Fortune Best Workplaces for Millennials™ 2023nn• Fortune Best Workplaces for Women ™ 2023nn• Fortune 100 Best Companies to Work For® 2024nn• Military Times 2023 Best for Vets Employersnn• Newsweek Most Loved Workplacesnn• Ripplematch Campus Forward Award - Excellence in Early Career Hiringnn• Yello and WayUp Top 100 Internship ProgramsnnFrom 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.nnEqual 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/DisabilitynnHybrid Workplace: Navy Federal Credit Union is a hybrid workplace, and details will be discussed during your interview process.nnDisclaimers: 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 positionnnBank Secrecy Act: Remains cognizant of and adheres to Navy Federal policies and procedures, and regulations pertaining to the Bank Secrecy Act.nnREQNUMBER: 20994