CLOSE DATE This Job Posting closes at 11:59 p.m. (Pacific Time) on October 27, 2026.
Please Note: The application deadline may be extended to expand the pool of qualified candidates. Any recruitment timeline changes will be communicated to all who have initiated an application process or have submitted an application.
COMPENSATION Annual Pay Range: $119,614.73 - $161,479.39
Salary offers will be made within the posted pay range and will be based on candidate's experience (paid or unpaid) that is directly relevant to the position.
JOB DETAILS AND QUALIFICATIONS Clackamas County's Department of Human Resources is seeking an experienced and strategic Classification & Compensation Manager to lead the County's classification and compensation programs. This position is responsible for the development, administration, maintenance, and leadership of the County's classification and compensation section within Human Resources, including administration of pay plans in order to attract and retain employees as well to comply with County, State, and federal regulations. The Classification & Compensation Manager is responsible for the development of program goals, objectives, policies, and practices related to Classification & Compensation. The Classification & Compensation Manager assists the HR Director in developing strategic county-wide compensation plans and setting strategic direction for the Class & Comp programs. This position supervises staff performing professional classification and compensation related activities; provides consultation to department managers, executive management, and County Administration related to classification, compensation, equal pay laws, and organizational design.
Required Minimum Qualifications/Transferable Skills:* - A minimum of seven (7) years of related experience that would provide the required knowledge and skills to perform the responsibilities of this position.
- At least two (2) years of experience directly supervising and managing professional-level staff.
- Experience and knowledge applying Oregon Equal Pay Act requirements and applicable employment laws.
- Experience managing position classification and compensation programs, including pay plans, salary structures, market analyses, and pay equity reviews.
- Experience conducting position classification reviews, evaluating job duties and responsibilities, developing or revising classification specifications, and making recommendations.
- Experience developing program policies, procedures, performance measures, and long-term strategic plans.
- Experience presenting findings and advising executive leadership and managers.
- Experience using Microsoft Office Suite (Outlook, Word, Excel, PowerPoint).
Preferred Qualifications/Transferable Skills:* - Experience administering classification and compensation programs in a public-sector or unionized environment.
- Active Human resource certification (PHR, SPHR, SHRM-CP, SHRM-SCP, etc.).
- Classification & Compensation Professional Certificate (CCP).
Pre-Employment Requirements: - Driving is required for County business on a regular basis or to accomplish work. Incumbents must possess a valid driver's license and possess and maintain an acceptable driving record throughout the course of employment.
*For Veterans qualified for Veteran's Preference: If you believe you have skills that would transfer well to this position and/or special qualifications that relate to this position, please list those skills and/or qualifications in the open-ended question at the end of the application and explain how those skills and/or qualifications relate to this position.
TYPICAL TASKS Plans, assigns, and directs the activities of the classification and compensation section. Evaluates the quality of services provided; establishes and tracks performance metrics and service level agreements; explores solutions to problems and selects the best alternatives. Develops, recommends, and implements the County's classification and compensation programs; develops and proposes human resource policies, procedures, and collective bargaining agreement changes related to classification and compensation.
Oversees and administers the County's classification system; provides consultation related to department requests for new and revised classifications and assistance with reorganizations; designs and manages county-wide classification studies; determines appropriate job evaluation methods; resolves classification issues with employees and department managers; manages bargained classification review priorities.
Oversees and administers the County's compensation plans; designs and maintains pay structures; develops, recommends, and communicates policies; oversees and conducts triennial equal pay analyses and compensation audits to review for compliance with applicable laws; reviews and resolves compensation issues with management and union personnel.
Plans and participates in complex organizational position classification and compensation studies; approves position allocations; consults with department management on appropriate classification solutions to meet operation and staffing needs, while maintaining internal consistency and integrity of class/comp plans; communicates classification recommendations to management, employees and union representatives; responds to employee classification appeals; advises on organization and classification alternatives.
Consults with, advises and trains County managers and supervisors on classification and compensation practices, policies and activities; delivers presentations to Board of County Commissioners, County Administrator, department directors, employee groups, and union representatives on classification and compensation issues. Coordinates activities with other HR areas, departments and outside agencies to ensure compliance with established policies, objectives, priorities and applicable laws, rules and regulations.
Oversees staff support provided to the Compensation Board for Elected Officials; coordinates and completes various special classification and compensation projects and studies in support of County operations; negotiates and manages consultant contracts as applicable; reviews and implements study results and responds to appeals; communicates study results to employees; ensures study results comply with County policies, State and Federal law and collective bargaining agreements.
Establishes protocols, and administers and revises the County's personnel policies and procedures related to classification and compensation, including the Employment Policies and Procedures (EPP's); analyzes legislation and regulations to determine effect on class/comp programs and services; oversees, plans and develops new programs; drafts and recommends policies and procedures for approval by the County Administrator and/or Board of County Commissioners.
Provides complex staff support in labor contract negotiations and arbitration; supports CBA economic related costing; interprets labor contracts to represented employees and department managers; drafts and recommends contract language; researches, analyzes and reports on costs of contract proposals.
Hires and supervises professional and administrative support staff to provide quality service to citizens and County staff; prepares and conducts performance evaluations; responds to and resolve disputes, grievances, and safety concerns; recommends and administers progressive discipline; conducts and/or facilitates staff training and development programs; promotes cooperative team efforts among staff and with other County departments.
Serves on department's management team as a principal advisor within classification and compensation; participates in strategic planning, review and budgeting activities for the department.
In partnership with HR Director and HR Office Manager, monitors and provides input on classification and compensation budget; presents budget proposals to department director and HR Office Manager; monitors revenues and expenditures.
View the full classification specification .
KEY COMPETENCIES Thorough knowledge of: Principles and practices of human resources and personnel administration; principles, practices and procedures related to human resources functional area; principles and practices of public administration; participative management theories; operations, services, and activities of human resource information systems; methods of data generation, data collection, and database management; methods and techniques of statistical research and analysis; applicable Federal, State and local human resource and EEO laws and case law, rules, regulations, codes and ordinances related to functional area; principles of public administration, including budgeting and personnel management; principles and techniques of financial reporting and record keeping; County government organization and operations; principles and techniques of supervision.
Skill to: Collect, compile and analyze complex information; analyze and resolve problems; prepare clear and concise reports; communicate effectively, both orally and in writing; prepare and deliver oral presentations before groups of people; investigate, interview and mediate complaints and concerns; effectively recommend compromises and settlements; direct staff in continuous efforts to improve quality productivity and effectiveness; incorporate collaborative team participation in decision making; respond to changes desired by citizens and County staff; establish and maintain cooperative working relationships with employees, applicants, union officials and the public; facilitate group process; interpret, explain and apply laws, regulations and policies; integrate data from diverse sources and development and implement innovative and comprehensive solutions; operate computer software and other office equipment.
WORK SCHEDULE This position is included in the County's alternate workweek program, working 40 hours during a standard workweek of Monday through Thursday (Fridays off). Specific hours of work will be discussed with the candidate selected for this position at the time an offer of employment is extended.
This position is eligible for
hybrid on-site/telework and based on the Department's business needs. The exact amount of on-site/telework and schedule will be discussed with the hiring manager during time of offer. Telework locations cannot be located outside of Oregon or Washington. Washington residents must perform 50% of their time on-site at Clackamas County.
Please note: While this position is eligible for hybrid work, the selected incumbent will be on-site for at least the first six (6) months during onboarding and training.
BENEFITS INFORMATION Clackamas County proudly offers an attractive compensation and benefits package, including competitive wages, cost-of-living adjustments, merit increases (for eligible employees), and a robust sick and vacation plan for regular status employees.
We encourage and support employee health and wellness by offering health and wellness classes and events, and alternative care benefits, so you can customize your wellness needs to fit your lifestyle.
Employee benefits become effective the first of the month following an employee's date of hire.
Attractive benefits package and incentives for employees in regular status positions are detailed below. Generous paid time off package, including: - 16 hours of vacation accrual per month
- Eligible newly hired employees will have the one-time option to frontload their first year of vacation accruals! This means you have access to vacation time at time of hire.
- 8 hours of sick accrual per month
- 10 paid holidays and 1 personal day per year
Other Benefits: - Membership in the Public Employees Retirement System (PERS)/Oregon Public Service Retirement Plan (OPSRP):
- Employer-paid 6% PERS retirement contribution (The county currently pays the employee's share of the retirement contribution.)
- OPSRP members get vested after five years of contributions or when they reach age 65
- A Choice of Medical Plans that include chiropractic coverage, alternative care, vision, and prescription drug coverage
- A Choice of Dental Plans
- Employee Assistance Program (EAP)
- Longevity pay
- Other retirement Savings Options that allow for additional retirement funds savings, including an option to contribute a portion of employee earnings on a pre or post-tax basis to a 457b Deferred Compensation Plan
- A variety of additional optional benefits (see link below for additional information)
This is a full time non-represented group 2 County position
Learn More About Benefits
ABOUT THE DEPARTMENT As an internal service department, the Department of Human Resources (HR) provides consultative services and the infrastructure that sustains County department customers. HR acts as a strategic partner to provide comprehensive, timely and progressive employment practices and services to support the departments' missions, which are carried out by County employees.
The Department of HR consists of eight primary program areas - Office of the Director/Administrative Services, Human Resources Information Systems, Recruitment and Selection, Classification and Compensation, Benefits and Leave Administratio
