Compensation Analyst Jobs in Virginia

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Job Title: Senior Compensation Analyst

Location: Salem, Virginia; Richmond, Virginia

Starting Compensation Range: $85,000 - $120,000 per year

What You Will Do:

Market Pricing and Insight

• Own Carter's market pricing methodology, survey portfolio (Caterpillar dealer survey data, Payfactors and WTW) and job-matching standards
• Interpret market movement and recommend proactive actions
• Advise leaders on compensation trends and pay strategies needed to attract and retain top talent

Salary Structures and Governance

• Design and model salary structures and geographic differentials and recommend updates
• Draft and refine compensation policies and guidelines and contribute to incentive plan design

Job Architecture

• Govern job architecture framework, keeping leveling, titling and career paths consistent across operating units
• Make final FLSA, EEO and leveling decisions, and resolve or escalate complex cases
• Partner with leaders as roles evolve, including emerging data center and power generation roles

Pay Decisions and Advisory

• Recommend and approve compensation requests for new hires, promotions, lateral moves, internal and geographic transfers, and organizational changes, guided by Carter's pay philosophy
• Advise HR and department leaders on complex cases, including retention risk, compression and counter offers
• Approve every posted pay range and ensure it meets pay transparency requirements in each state

Annual Compensation Programs

• Partner with Total Rewards leader to plan and run the annual cycle, including budgeting, merit guidelines and incentive payouts
• Own bonus program accuracy and controls and recommend design improvements
• Contribute to design and implementation of merit, bonus and deferred compensation programs
• Establish review controls with HRIS and Payroll that protect data integrity
• Education, Communication and Improvement
• Educate operations leaders on compensation principles and governance standards, and deliver training
• Develop communication strategies that build transparency and understanding of Carter's pay programs
• Lead improvements to compensation programs, workflows and HRIS use to improve the employee and manager experience
• Work with team to achieve Continuous Improvement goals and objectives
• Perform other duties as assigned

What We’re Looking For:

Required

• Bachelor's degree in human resources, business, finance, economics or a related field, or equivalent experience
• Minimum six years of compensation experience, including ownership of salary structures, compensation cycles or a job architecture project
• Working knowledge of FLSA exemption tests and pay transparency requirements
• Experience supporting compensation programs such as annual merit process and bonus cycles
• Experience with UKG Pro, Workday, or similar HRIS experience
• Experience with job evaluation methods and job architecture
• Advanced Excel skills, including modeling and scenario analysis
• Experience with interpreting salary surveys and benchmarking data and making recommendations
• Familiarity with job code setup and job architecture
• Strong communication skills and ability to influence others
• Ability to explain pay decisions to operations leaders in business terms and hold firm on governance standards
• Strong attention to detail, data accuracy, and ability to manage confidential data

Preferred

• Certified Compensation Professional (CCP) designation
• Experience with WTW, Pay Factor, Market Pay, Radford, iMercer
• Power Query, Power BI or regression-based pay equity analysis
• Exposure to variable pay plan administration
• Experience in an equipment dealer, distribution, construction, industrial, or energy environment
• Experience in a multi-state employer with a field, technical or skilled-trades workforce

Skills and competencies

• Compensation expertise: deep knowledge of structures, incentives and pay equity; sets standards for others; Own the job evaluation, administration and maintenance of a job architecture framework maintaining consistency with job leveling, titling, and career pathing across operating units
• Business acumen: connects pay decisions to cost, talent risk and operating results; Partner with Total Rewards leader to execute the annual compensation planning cycle, including budgeting, merit increases, and incentive payouts
• Analytical rigor: turns complex analysis into clear recommendations; Provide analysis and guidance to ensure pay decisions align with internal pay philosophy and market competitiveness
• Collaboration: builds partnerships across divisions and earns the trust of senior leaders; Ensure integrity and accuracy of data through rigorous review and collaboration with HRIS and Payroll teams. Provide insights on compensation industry trends and recommend adjustments as necessary to attract and retain top talent
• Customer focus: designs customer-centric solutions that balance leader needs with governance framework; Support efforts to educate ops leaders on compensation principles and governance standards
• Continuous improvement: redesigns processes and tools for efficiency and effectiveness
• Influence: build partnerships and work collaboratively to meet shared objectives; Support the company’s bonus program including eligibility, accrual updates, calculations and payouts
• Discretion: protects highly sensitive and confidential information and sets the standard for others

What Success Looks Like In This Role:

• Market-competitive pay: market positioning of job families and salary structures, with proactive recommendations that keep Carter competitive
• Sound job architecture: integrity of leveling, titling and career paths across operating units
• Reliable annual programs: well-designed cycle timelines and quality controls for merit, bonus and deferred compensation
• Data integrity: review controls that keep compensation data accurate end to end
• Informed leaders: effective leader education and communication strategy
• Continuous improvement: redesigned workflows and better use of HRIS and compensation tools
• Promoting a positive customer experience
• Upholding the Core Values of Integrity, Commitment, Excellence and Teamwork by embracing The Carter Way

Physical Requirements:

• Regularly required to sit and talk or hear
• Frequently required to stand, walk, use hands to finger, handle, or feel and reach with hands and arms
• Occasionally lift and/or move up to 20 pounds
• Specific vision abilities required by this job include close vision, distance vision and ability to adjust focus

Competitive Compensation and Benefits:

• Health, dental and vision insurance
• Paid time off
• 401(k), $0.75 to $1.25 match up to 6%
• Life and disability insurance
• In-house training instructors/programs
• Tuition reimbursement
• Employee referral bonus program
• Tool allowances and tool loans
• Discounts on cellular phone service, computers, and vehicles

You’ll gain access to real learning, real advancement, and a real future in a company that’s reshaping what it means to lead in our industry. If you're looking for purpose, possibilities, and a team that wins together - you belong at Carter Machinery.

Come build what matters and build your future with us.

Actual base pay may vary based on experience, skills, qualifications, education, geographic location, and other relevant business considerations. In addition to base pay, the compensation package may include participation in performance-based incentive programs (e.g., discretionary or non-discretionary plans), as well as overtime eligibility depending on the role.

Carter Machinery Co. Inc. is an EEO/AA Employer. All qualified individuals – including minorities, females, veterans, and individuals with disabilities, or any other characteristic protected by law – are encouraged to apply.

Carter Machinery is a drug-free workplace.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.