Job Description

Salary Range: $68,778 - $110,732 Salary Grade: 22 FLSA: Exempt

Purpose of Classification:

The purpose of this classification is to provide professional human resources support to assigned County departments.

Essential Functions:

The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned.

Leads, coordinates, and monitors daily work activities of assigned staff; provides input on disciplinary actions and employee performance evaluations; assists with training and instructing co-workers regarding operational procedures and proper use of equipment; supervising staff; assists with complex situations and provides technical expertise.

Advises County departments on employment, classification, compensation, and other human resources issues; provides a wide variety of information to employees, management and the public concerning human resources programs, policies and procedures and interprets laws and regulations; receives and responds to inquiries; conducts research; provides technical analysis and makes appropriate recommendations.

Leads and coordinates the administration of compensation and classification plan; conducts wage, salary, and benefits surveys and recommends adjustments to maintain a competitive pay plan; oversees desk audits to validate job responsibilities; updates and maintains class specifications; and makes recommendations regarding the allocation and reallocation of positions; and reviews salary requests and makes recommendations in accordance with regulations, policies, and laws; reviews requests to fill positions. Leads and coordinates employee recruitment, including advertising, screening, interviewing, making job offers, background checks, and coordinating applicant and new employee documents; and; attends job fairs and community events.

Manages and performs research, compiles statistical or other data pertaining to department operations; summarizes data, performs data analysis, and prepares reports; researches department files, database records, electronic data sources, internet sites, hardcopy materials, or other sources as needed; and conducts special projects as assigned.

Provides advice, guidance and training to lower level professional and para-professional staff.

Assists in the development and reporting of performance metrics; evaluates metrics to ensure resource alignment, highlight potential problems and corrective actions, develop strategies, and incentivize staff performance; and coordinates with department managers and other County employees to discuss metrics data and formulate goals and priorities.

Maintains comprehensive knowledge of applicable laws/regulations, new products, methods, trends and advances in the profession, professional affiliations, and attends workshops.

Maintains confidentiality in performing job responsibilities

Minimum Qualifications:

Bachelor's degree in Human Resources or a related field required; five years of progressively responsible experience in human resources; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job.

Specific License Certifications: PHR, SPHR, SHRM-CP, SHRM-SCP, IPMA-CP, IPMA-SCP or CCP (Certified Compensation Professional), or attain any of these certifications within one year of employment in this classification.

Supplemental Requirements (Preferred Qualifications, Knowledge, Skills & Abilities)

The ideal candidate will possess strong analytical, technical, and communication skills with demonstrated experience in compensation and classification administration within a complex organization. Candidates should have the ability to:

• Analyze and interpret large volumes of compensation and workforce data to identify trends, pay equity concerns, compression issues, and organizational impacts.
• Perform advanced quantitative analysis, including salary modeling, costing, statistical analysis, and compensation calculations.
• Demonstrate advanced proficiency in Microsoft Excel, including PivotTables, XLOOKUP/VLOOKUP, INDEX/MATCH, nested formulas, conditional formatting, data validation, charts, Power Query, and data analysis functions.
• Develop, maintain, and analyze compensation spreadsheets, salary surveys, classification studies, and workforce metrics with a high degree of accuracy.
• Conduct comprehensive job analyses through desk audits, interviews, questionnaires, and organizational assessments.
• Write, edit, and evaluate complex job descriptions to ensure accurate classification, Fair Labor Standards Act (FLSA) compliance, and alignment with organizational needs.
• Apply principles of job evaluation, position classification, salary administration, and compensation best practices.
• Interpret and apply federal, state, and local employment laws related to compensation and classification, including the FLSA, Equal Pay Act, and other applicable regulations.
• Conduct market pricing using published salary survey data and develop salary recommendations based on internal equity and external competitiveness.
• Prepare detailed analytical reports, executive summaries, and recommendations for senior leadership.
• Present compensation findings and recommendations to executives, department directors, and other stakeholders in a clear and concise manner.