Professional level in human resources compensation under the direction of the Human Resources Business Partner – Classification/Compensation; requiring functional knowledge of human resources, including, but not limited to, compensation, recruitment, collective bargaining, civil service laws, policies, and procedures in order to coordinate the auditing and analysis of recruitment salary assessments and compensation as it pertains to both represented and unrepresented staff.

Monitor market conditions and government regulations to ensure that pay rates are current and competitive. Contributes to the creation of a compensation plan incorporating metrics, analytical, and statistical reports to assess performance and enhance hiring quality and business results. Introduces innovative techniques, procedures, processes, and solutions to achieve organizational goals. Evaluates the efficiency of current processes, methods, procedures, and policies, both individually and through designated staff, to pinpoint key areas for improvement. Conducts needs assessments and research; formulates and presents ideas and recommendations to colleagues and senior management as required.” Proficient in reviewing job details, evaluating positions, and analyzing market data. Capable of developing class specifications and understanding the exempt and non-exempt status of each role. Supports the implementation of classification and compensation initiatives, training, and education. Ensures adherence to departmental processes when determining pay rates, reviews pay justifications based on the current pay structure and addresses internal equity and compression issues. Conducts market analysis, job audits, and possesses knowledge of state and federal regulations related to FLSA

Supports the evaluation and handling of job audit and administrative review requests; ensures accurate classification of positions into employment categories; develops and updates job descriptions, classification standards, and related documentation following position audits and reviews. Aids in implementing procedures to guarantee correct placement of positions within pay grades, overall salary management, and fair compensation. Clearly communicates Human Resources policies and procedures.

(Performs Related Duties as Required)

Bachelor’s Degree in Human Resource Management, Business/Public Administration, or related field and three (3) years of direct work experience in Recruitment or Human Resources Administration, with an emphasis in human resources operation, human resources generalist, data analysis/compensation analysis. Five (5) years HR experience may be substituted for degree; OR alternative, equivalent evidence of the Minimum Class Requirements.

Driving Requirement:

Must maintain a current, valid United States driver’s license with an acceptable driving record.