HR Business Partner- Compensation & Analysis

Founded in 1982,

Founded in 1982, Westminster-Canterbury on Chesapeake Bay is a not-for-profit, faith-based Life Plan Community. Located along the southern shore of Chesapeake Bay, our scenic, resort-style campus is home to a vibrant community of residents and staff who share a passion for service, joy, and well-being.

Our mission? Enriching lives through the power of purpose, belonging, and wellness.

• Respect for every person
• Passion for what we do
• Professionalism in all we do

As a trusted partner across the organization, the Human Resources Team champions a workplace where individuals feel valued, supported, and inspired to do their best work. From Talent Acquisition hiring and welcoming new team members, to creating growth pathways through Compensation Analysis, Internal Mobility ladders, and Training & Development, we help turn potential into purpose. Through Benefits/Total Rewards and Absence Management, we care for the whole person.

Through Employee Engagement and Employee Relations, we nurture connection, trust, and belonging— while our HR-Technology experts ensure the systems behind the scenes work seamlessly to support the employee experience.

The HR Business Partner – Compensation & Job Analysis leads key HR functions related to compensation, workforce planning, job analysis, and HR analytics. This role is responsible for maintaining a consistent job architecture and supporting organizational design through structured job descriptions, job titling, job leveling, position evaluation, and workforce analysis.

• Lead job analysis and job architecture initiatives, establishing consistency in job descriptions, job titles, job levels, classifications, qualifications, and competencies across the organization.
• Evaluate job responsibilities, reporting relationships, and organizational structures to support appropriate job leveling, position alignment, and organizational design.
• Develop and maintain standardized job description frameworks and guidelines that promote consistency, clarity, and alignment across departments.
• Evaluate requests for new positions, reclassifications, title changes, and organizational restructuring; assess role alignment, internal equity, staffing implications, and organizational needs.
• Partner with HR leadership and departmental leaders to recommend job architecture and organizational changes that support operational needs and established compensation practices.

• Administer and evaluate compensation programs, including salary structures, market competitiveness, internal equity, and job classifications.
• Conduct market benchmarking and compensation analyses to evaluate salary grades and ranges, pay compression, and proposed compensation adjustments.
• Support annual compensation reviews, clinical compensation reviews, merit increases, and market adjustments, ensuring appropriate documentation and approvals.

• Maintain accurate position control records and staffing plans, including approved headcount, position assignments, and reporting relationships.
• Reconcile position data and approved headcount in partnership with HR, HRIS, and departmental leaders; investigate and resolve discrepancies.
• Evaluate proposed staffing changes and develop recommendations based on organizational needs, workforce data, and approved position structures.
• Partner with Talent Acquisition to validate requisitions against approved positions, authorized…