Salary : $98,662.00 - $174,642.00 Annually
Location : 101 Monroe St Rockville MD 20850 USA
Job Type: Permanent
Job Number:
Department: Office of Human Resources
Division: OHR 33 Classification and Compensation Team
Opening Date: 06/23/2026
Closing Date: 6/29/2026 11:59 PM Eastern
FLSA: Exempt

About the Position
Please note: The salary range above represents this position's earning potential. The anticipated hiring range for this position will be $98,662 - $155,863based on the candidate's qualifications and experience.

WHO WE ARE LOOKING FOR
is seeking a Classification and Compensation Manager (Manager III) to supervise and lead our Classification and Compensation team and play a critical leadership role in developing, maintaining, and implementing our classification plan and compensation philosophies. This role requires exceptional program leadership and functional expertise in administering an organization's classification and compensation program. If you are a compensation professional who combines deep technical expertise with a passion for equity and public service, we want to hear from you.

This job is for you if:

• You are passionate about salary structure design and organizational analysis.
• You thrive on turning complex information into easily-understood guidance and rules.
• You love to develop, apply, and teach methodologies and frameworks.
• You can leverage strong communication skills and robust analytic and writing skills in creating meaningful and digestible guidance and policy.
• You are looking for an opportunity to grow professionally while making a real difference in your local government and community.

What You'll Be Doing
As the Classification and Compensation Manager, you will provide strategic leadership and day-to-day direction for the County's classification and compensation programs. Reporting to the Division Chief of Policy, Practice, and Strategic Communications, you will be responsible for ensuring that the County's pay structures, job classifications, and compensation policies are equitable, competitive, legally compliant, and aligned with the County's strategic priorities and merit system principles. This is a high-visibility leadership position that requires both analytical rigor and the ability to communicate complex compensation concepts to executives, labor representatives, and employees at all levels. You will:

• Lead the design, implementation, and ongoing administration of the County's classification and compensation programs, ensuring alignment with merit system principles, applicable laws, collective bargaining agreements, and organizational equity goals.
• Supervise and develop a team of classification and compensation analysts, setting performance expectations, providing coaching, and building individual and team capability.
• Direct the evaluation and classification of positions across all County departments, applying standardized job evaluation methodologies to assess work complexity, scope of responsibility, and market alignment.
• Manage comprehensive salary surveys and labor market analyses to assess the competitiveness of the County's compensation structure and provide data-driven recommendations for pay adjustments, salary range revisions, and total compensation enhancements.
• Develop, review, and update compensation policies, pay plans, salary schedules, and classification specifications in response to organizational changes, legal requirements, and workforce trends.
• Partner with department leaders and HR Liaisons on position reviews, reclassification requests, and reorganizations, providing expert guidance and formal written determinations.
• Provide leadership and oversight to salary offers during the recruitment process to support the recruitment and retention of qualified personnel.
• Prepare and present analytical reports, decision memos, and briefings for senior departmental and County leadership.
• Collaborate with HRIS and workforce analytics teams to leverage compensation and classification data, ensuring data integrity and supporting the development of dashboards and workforce reporting tools.
• Serve as the subject matter expert on compensation and classification matters in collective bargaining support, responding to information requests and advising on the compensation implications of proposed contract language.
• Ensure compliance with federal and state wage and hour laws, pay equity statutes, and other applicable regulations; proactively identify and address risk areas.
• Lead or participate in special projects and strategic HR initiatives as assigned by OHR leadership, including compensation system modernization, pay equity analyses, and workforce planning efforts.

Minimum Qualifications
Education: Graduation from an accredited college or university with a Bachelor's Degree.

Experience: Five years of progressively responsible professional experience in human resources management.

Equivalency: An equivalent combination of experience and education may be substituted.

*NOTE: Telework availability is not guaranteed during the 12-month probationary period. Telework may be permitted at the discretion of the supervisor and based on operational needs.

Preferred Criteria, Interview Preferences
There are no preferred criteria for this position. Applicants meeting the minimum qualifications will be placed on the eligible list with a rating of Qualified and will be eligible for interview. Selection for interview will be based on the following criterion:

1. Certification as a Certified Compensation Professional (CCP) and/or SHRM-SCP.
2. Previous experience in supervising classification and compensation staff members.
3. Substantive experience in classification and compensation within a local, state, or federal government.

IMPORTANT INFORMATION

The Office of Human Resources (OHR) reviews the minimum qualifications of all applicants, irrespective of whether the candidate has previously been found to have met the minimum requirements for the job or been temporarily promoted to the same position. This evaluation is based solely on the information contained in the application/resume submitted for this specific position.

All applicants will respond to a series of questions related to their education, relevant experience, knowledge, skills, and abilities required to minimally perform the job. The applicant's responses in conjunction with their resume and all other information provided in the employment application process will be evaluated to determine the minimum qualifications and preferred criteria or interview preference status. Based on the results, the highest qualified applicants will be placed on an Eligible List and may be considered for an interview. Employees meeting minimum qualifications who are the same grade will be placed on the Eligible List as a "Lateral Transfer" candidate and may be considered for an interview.

This will establish an Eligible List that may be used to fill both current and future vacancies.

If selected for consideration for this position, you may be required to provide evidence that you possess the knowledge, skills, and abilities indicated on your resume.

Leave Benefits

Our generous leave package starts with non-MLS permanent and term employees earning 15 days of sick leave and 15 days of annual leave in their first year, as well as up to three additional personal days each calendar year. Positions in MLS earn 35 days of paid time off each year. In addition, we offer all employees 10 paid holidays. Our leave policies adhere to the Family Medical Leave Act of 1993, and we provide six weeks of paid parental leave for new parents.

Retirement Benefits

All permanent and term positions are eligible for robust retirement plans. Public safety positions are eligible for a defined benefit pension plan in which they are vested after only five years. Employees in non-public safety positions can participate in retirement plans that contribute up to 12 percent of their annual salary. All employees can also participate in a supplemental retirement plan, the 457 Deferred Compensation Plan, to contribute even more to their retirement goals.

Tuition Assistance & Student Loan Forgiveness

Montgomery County employees are eligible to participate in the Federal Public Service Loan Forgiveness Program. Participants who meet all requirements may qualify for forgiveness on the remaining balance on their Direct Loans after making 120 qualifying monthly payments under a qualifying repayment plan while working full-time in a qualifying public service position. To learn more about PSLF, please visit the Student Loan Repayment Benefits page. Our tuition assistance program allows you to receive up to $2,130 annually in tuition assistance to help you achieve a degree that supports your career path.

Free Mass Transit Benefit

County employees are entitled to use the RideOn Bus service for free with a valid County-employee ID. This benefit can be used any time of the day or evening, including weekends. We also offer a pre-tax flexible spending account to reduce the cost of other mass-transit options such as MARC trains and Metro.

Reduced Child and Health Care Costs

Working for Montgomery County also entitles permanent and term employees to participate in healthcare and childcare Flexible Spending Accounts. These plans allow eligible employees to save on a pretax basis for healthcare and dependent care costs incurred during the plan year.

Employee Wellbeing

We deeply care about your holistic wellness. Our award-winning wellness program, LiveWell, will support you in improving and maintaining your physical, mental, financial, social, and intellectual well-being.

Learn more about our wonderful benefits available to you once you join our team. Montgomery County Benefits
01

What is your highest level of completed education?

• N/A
• High School/GED
• Associate's Degree
• Bachelor's Degree
• Master's Degree
• Doctorate

02

If you graduated from an accredited college or university earning a bachelor's degree, please list the field of study.
03

How many years of progressively responsible professional experience in Human Resources Management do you possess?

• No Experience
• 1 Year of Experience
• 2 Year's Experience
• 3 Year's Experience
• 4 Year's Experience
• 5 Year's Experience
• 6 Year's Experience
• 7 Year's Experience
• 8 Year's Experience
• 9+ Year's Experience

04

Do you have professional experience in classification, compensation, or wage administration?

• Yes
• No

05

If yes, briefly describe your experience, including the scope of programs or organizations you supported.
06

Do you have experience directly supervising or leading professional and/or technical staff in classification, compensation, or pay administration functions?

• Yes
• No

07

If yes, briefly describe your leadership responsibilities and the size and type of team(s) you managed.
08

Do you possess a Certification as a Certified Compensation Professional (CCP) and/or SHRM-SCP?

• Yes
• No

09

If Yes, please list what certification(s) you possess.
10

Do you possess substantive experience in classification and compensation within a local, state, or federal government?

• Yes
• No

11

Please detail your experience in classification and compensation within a local, state, or federal government.
12

*Note: Telework availability is not guaranteed during the 12-month probationary period. Telework may be permitted at the discretion of the supervisor and based on operational needs. Please confirm you understand this.

• Yes, I understand and wish to proceed

Required Que