COMPENSATION:

Hiring Range:$81,000 - $85,000 USD Annual

Compensation will bedeterminedbased on education,experienceand skills.

BENEFITS:

Jefferson County offers a generous benefits package that supports your personal and professional life. Benefits include medical, dental, and vision insurance; paid time off and holidays, including astarting bank of 40 hours of PTO for new hires;retirement matching; wellness programs; tuition reimbursement; flexible schedules;remotework options; and more. For more information, clickherefor our Total Rewards summary.

ESSENTIAL DUTIES:

The Compensation and Classification Human Resources Business Partner Senior will conduct complex research and analysis to develop classification and compensation solutions and recommendations that support the Jefferson County9s compensation philosophy. This role may also perform lead work over other staff for the delivery of various classification and compensation projects such as assigning projects, reviewing work, and providing guidance and input on best practices.

• Compensation and Market Analysis:Conduct comprehensive market research, benchmarking, market pricing, and compensation analysis for individual positions, job families, and job series. Evaluate external market data and internal compensation practices to assess competitiveness and support informed pay decisions.

• Job Analysis and Classification:Perform detailed job analyses and position audits to evaluate job duties, responsibilities, scope, complexity, qualifications, and organizational relationships. Develop, review, edit, and refine classification specifications and position descriptions to ensure they accurately reflect the work performed and organizational requirements.

• Internal Equity:Analyze internal relationships among positions and job series toidentifyand address potential pay and classification inequities. Evaluate factors such as responsibilities, scope, qualifications, reporting relationships, organizational impact, and career progression to support consistent andequitableclassification and compensation decisions.

• Pay Plan and Salary Structure Administration:Support the development, administration, maintenance, and ongoing evaluation of the organization's pay plan and salary structures. Conduct analyses related to salary ranges, grade assignments, occupational groups, progression, compression, market competitiveness, and other factors affecting the effectiveness of the compensation program.

• Grade Placement and Position Evaluation:Evaluate positions and make data-informed recommendations regardingappropriate gradeplacement, classification, and compensation. Ensure recommendations are consistent with established compensation philosophy, classificationmethodology, organizational practices, and applicable policies.

• Compensation Data Management:Maintainaccurate, current, and reliable job and compensation data. Ensure the integrity, consistency, confidentiality, and quality of compensation and classification information used for analysis, reporting, decision-making, and organizational planning.

• Compensation Surveys and External Data:Research, evaluate, and respond to third-party compensation surveys, benchmarking requests, and external data submissions. Analyze survey results and external compensation data toidentifyrelevant market trends, emerging practices, and potential implications for the organization's compensation programs.

• Consultation and Guidance:Provide guidance and consultation to leaders, managers, Human Resources professionals, and other stakeholdersregardingcompensation practices, job classification, market data, salary structures, position evaluation, and related matters. Communicate complex compensation concepts and analytical findings clearly and effectively.

• Best Practices and Program Effectiveness:Monitor compensation and classification trends, industry practices, regulatory considerations, and emerging approaches. Provide guidance on compensation best practices andidentifyopportunities to strengthen program effectiveness, consistency, transparency, and organizational alignment.

• Program Enhancement and Process Improvement:Support the design, implementation, and continuous improvement of compensation and classification programs, processes, tools, and methodologies.Identifyopportunities to improve efficiency, data quality, service delivery, and the overall employee and stakeholder experience.

• Organizational Effectiveness:Apply compensation, classification, and workforce data to support broader organizational effectiveness initiatives. Partner with stakeholders to develop solutions that balance market competitiveness, internal equity, fiscal responsibility, operational requirements, and organizational strategy.

• Reporting and Recommendations:Prepare analyses, reports, presentations, and recommendations for leadership and other stakeholders. Interpret quantitative and qualitative information and communicate findings in a clear, objective, and actionable manner.

• Cross-Functional Collaboration:Collaborate with Human Resources, organizational leaders, finance, and other internal partners to address compensation and classification matters and ensure solutions are aligned with organizational goals, policies, operational requirements, and established compensation practices.

• Data Integrity and Compliance:Promote consistent application of compensation and classification practices andmaintainappropriate controlsto safeguard the accuracy and integrity of related data. Support adherence to applicable policies, procedures, laws, regulations, and professional standards.

Overall Scope: The position requires a high degree of analytical judgment, attention to detail, discretion, and the ability to interpret complex compensation and organizational data. Success in this role requires balancing external market competitiveness with internal equity, organizational strategy, fiscal considerations, and the operational needs of diverse departments. The position serves as a trusted resource for compensation and classification matters and contributes to the ongoing development and effectiveness of the organization's total compensation framework.

QUALIFICATIONS:

Research shows that women and other underrepresented and historically marginalized groups tend to apply only when they check every box in the posting. If you are reading this and hesitating to click
5apply
5 for that reason, we encourage you to go for it! A true passion and excitement for making an impact is just as important as work experience.

Minimum Qualifications:

• Education:Bachelor
  9s degree in Human Resources, Business Administration, Public Administration, or a related field

• Experience:Three (3) years ofcompensationexperience, includinginterpreting and applying compensation policies, procedures, classification structures, and applicable employment laws and regulations. Experience must include conducting compensation analyses, market studies, salary benchmarking, job evaluations, pay recommendations, and classification reviews.

Preferred knowledge,skillsand abilities:

• Five (5) years of more of Comp experience

• Public sector or government HR experience

• Professional certification such as SHRM-CP/SHRM-SCP, PHR/SPHR, or CCP

• Experience working with HRIS systems (e.g., Workday) and compensation survey tools

• Experience conducting market studies, job evaluations, and developing ormaintainingclassification structures

• Strong analytical skills with the ability to interpret data,identifytrends, and make sound recommendations

• Knowledge of federal and state employment laws related to compensation, including equal pay requirements

• Knowledge of compensation principles, job evaluation methods, and pay equity concepts

• Strong written and verbal communication skills with ability to present data to varied audiences