Buncombe County
• $71K — $89K *Qualifications
Responsibilities
Benefits
This position is based at 200 College Street in downtown Asheville, North Carolina, with County-paid parking provided. The selected candidate must reside, or be willing to relocate, within a two-hour driving distance of Asheville. The position has an initial in-office training period. Following successful completion of training, a hybrid work schedule may be available based on operational needs and departmental approval. Join us and help shape the future of work at Buncombe County!
Purpose of the position:
The purpose of this position is tomanagethe development, administration, and continuous improvement of the County's classification and compensation programsto ensurealignment with organizational needs, labor market conditions, and applicable laws and policies.This positionprovides data-driven recommendations and consultative support to departments, promotes internal and external equity, and contributes to strategic workforce planning and organizational effectiveness initiatives.
Minimum Education,Trainingand/or Experience (requiredat time of hire):
Bachelor's degree in human resource management,finance,orarelated field andtwo(2)years of experiencein Human Resourcesperformingclassification andcompensation data analysis.Any equivalent combination of education or experience which provides the required knowledge, skills and abilities will be considered in meeting the minimum qualifications.
Additional Training and Experience:
SHRM-CP or CCPprofessional designations preferred.
Essential Functions of the position:
Leadsdevelopment, implementation, administration, and maintenance of the County's classification and compensation programs, including job evaluation, classification, compensation analysis, pay equity, market benchmarking, and workforce analytics.
Conductsclassification reviews, job audits, compensation studies, organizational analyses, and market surveys; evaluates position duties and organizational structures; and develops recommendationsregardingclassifications, salary grades, reclassifications, reorganizations, and compensation actions.
Develops, reviews, revises, andmaintainsjob descriptions and classification specifications to ensure they accurately reflect assigned duties, organizational needs, and compensation plan requirements.
Conducts compensation modeling, salary analyses, cost projections, pay equity reviews, compression analyses, and labor market assessments to support competitive andequitablecompensation practices.
Evaluates requests for new positions, reclassifications, organizational changes, compensation adjustments, and other position management actions; prepares findings, recommendations, and supporting documentation.
Serves as a resource to departments, managers, and employees by providing guidance and support throughout classification and compensation review processes, includingfacilitatingdiscussions, addressing concerns, and ensuring consistent application of policies and procedures.
Serves as project manager forcompensation surveys, classification and compensation studies, and special projects by collecting, analyzing, and interpreting workforce and compensation data and preparing reports and recommendations.
Developreports, dashboards, presentations, executive summaries, and other analytical tools to support strategic workforce planning, compensation administration, and organizational decision-making.
Ensures compliance with applicable federal, state, and local laws, regulations, policies, and administrative guidelines related to classification and compensation administration.
Performs other related duties as assigned.
Knowledge, Skills, Abilities:
Thorough knowledge of classification and compensation principles, practices, methodologies, and administration, including job evaluation, classification systems, compensation analysis, market pricing, pay equity, workforce analytics, and organizational design.
Working knowledge of applicable federal, state, and local employment laws, regulations, and compliance requirements related to compensation and classification administration, including FLSA, ADA, ADEA, Equal Pay Act, Title VII, Lilly Ledbetter Fair Pay Act, and other relevant employment laws.
Strong analytical and problem-solving skills with the ability to collect, interpret, analyze, and present complex workforce, compensation, and organizational data; develop recommendations; and support strategic decision-making.
Advancedproficiencywith Microsoft Office applications, particularly Excel, HR information systems (e.g., Workday), and data reporting tools; ability to learn and adapt to emerging technologies and process improvements.
Ability to manage multiple priorities, projects, and deadlines simultaneously whilemaintaininga high degree of accuracy, attention to detail, and sound judgment.
Ability to interpret and apply policies, procedures, and regulations consistently and effectively while exercising discretion andmaintainingconfidentiality.
Strong interpersonal, consultation, and relationship-building skills with the ability to collaborate effectively with employees, managers, executives, and other stakeholders at all organizational levels.
Excellent verbal and written communication skills, including the ability to prepare reports, presentations, executive summaries, and recommendations and to communicate complex information clearly, professionally, and tactfully.
Ability to work independently, exercise initiative, manage projects, and recommend innovative solutions that improve processes, efficiency, and organizational effectiveness.
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