Compensation and Benefits Coordinator at Virginia's Community Colleges System

Compensation and Benefits Coordinator Reporting to the Associate Vice Chancellor for Human Resources Services, the Compensation and Benefits Coordinator provides advanced professional leadership in the administration of the Virginia Community College System’s compensation, benefits, retirement, and leave programs across the System Office, Shared Services Center, and 23 community colleges. The position ensures accurate, compliant, and consistent application of compensation and benefits practices in alignment with Commonwealth regulations, VCCS policy, and institutional priorities. The role serves as the System Office administrator for employee benefits and supplemental retirement programs, including the consolidated VCCS 403(b) plan, and provides operational and administrative support to the VCCS Fiduciary Committee. Responsibilities include coordinating plan operations, compliance activities, reporting, and communication with agency CHROs, vendors, and legal counsel. In addition, the position provides expert consultation on classification, compensation, benefits, retirement, and leave administration; supports HR policy development and strategic initiatives; and applies data analysis to strengthen governance, compliance, and service delivery across the system. Required Qualifications Education and Experience Master’s degree in a related field Extensive experience administering employee benefits programs, including health insurance, disability, VRS programs, leave administration (FMLA, ADA, VSDP), and supplemental retirement plans Extensive experience with classification and compensation practices, including job evaluation, salary administration, and applying relevant Commonwealth HR policies. Demonstrated experience supporting retirement plan operations, regulatory compliance, or fiduciary/governance processes Experience interpreting and applying federal and state laws and regulations related to benefits, retirement, or compensation Experience analyzing HR, benefits, or compensation data and preparing reports, reconciliations, and documentation Experience providing high-level consultation and guidance to leadership, managers, or HR partners. Ability to navigate and utilize HRIS platforms and benefits administration systems Strong communication, analytical, organizational, and problem‑solving skills Knowledge Comprehensive knowledge of employee benefits administration, including health, disability, life insurance, VRS retirement programs, statutory and medical leave programs (FMLA, ADA, VSDP), and supplemental retirement plans (403(b), 457). Comprehensive knowledge of classification and compensation principles, job evaluation methodologies, salary administration practices, and internal equity analysis. Considerable knowledge of applicable federal and state laws, regulations, and guidance governing compensation, benefits, retirement, and leave administration. Knowledge of plan governance, audit requirements, internal controls, and documentation standards related to benefits and retirement plan administration. Knowledge of HR information systems, benefits administration platforms, and data reporting tools used to support HR operations and compliance. Skills Strong analytical and data interpretation skills to support compensation analysis, benefits administration, reporting, and compliance activities. Effective written, verbal, and presentation skills, with the ability to communicate complex information clearly to leadership, agency CHROs, HR partners, and employees. Strong consultation and advisory skills, including the ability to provide clear guidance, resolve complex questions, and support informed decision‑making. Project management skills to plan, coordinate, and implement compensation, benefits, and retirement‑related initiatives within established timelines. Proficiency in the use of HR systems, reporting tools, and standard office applications required to administer and analyze HR programs. Abilities Ability to interpret and apply laws, policies, plan documents, and regulatory guidance to real‑world HR and benefits administration scenarios. Ability to manage and coordinate complex, systemwide HR processes while maintaining accuracy, consistency, and compliance. Ability to collaborate effectively with internal and external stakeholders, including agency CHROs, plan sponsors, vendors, and legal counsel. Ability to exercise sound judgment and discretion when handling confidential and sensitive information. Ability to manage competing priorities and deadlines in a fast‑paced environment without compromising quality or compliance Communication: The ability to articulate thoughts and deliver information effectively using oral, written, visual and non‑verbal communication skills, as well as listening skills to gain understanding. Coaching: The ability to facilitate skill development and improved performance by providing clear, specific feedback to others, understanding their goals and working with them to achieve those goals. Change Management: The ability to implement strategies for effecting change, delivering the message of change and helping people adapt to change. Managing Conflict: The ability to understand all sides of an issue, help others calmly move through emotional or tense situations, and achieve the best solution for everyone involved. Performance Management: The ability to set realistic performance expectations, demonstrate awareness of other’s work performance, provide regular feedback, and track performance progress. Facilitating: The ability to impartially guide a group with an overall goal of reaching consensus, solving problems or accomplishing tasks. Critical Thinking: The ability to carefully consider multiple pieces of information, from a variety of sources and perspectives, to integrate into a rational and beneficial solution. Interpersonal Skills: The ability to interact with others in a mutually respectful, genuine, direct, and supportive manner. Strategic Management: The ability to formulate objectives and priorities and implement initiatives to bring value to the organization’s long‑term objectives. Project Management: The ability to see the objective, the steps and resources needed to get there, the timeline is followed and the leadership necessary to impart the vision. #J-18808-Ljbffr Wayne State University