Classification and Compensation Manager (Manager III, Grade M3)
About The Position
The Office of Human Resources (OHR) 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.
Requirements
- Graduation from an accredited college or university with a Bachelor’s Degree.
- Five years of progressively responsible professional experience in human resources management.
- An equivalent combination of experience and education may be substituted.
Nice To Haves
- Certification as a Certified Compensation Professional (CCP) and/or SHRM-SCP.
- Previous experience in supervising classification and compensation staff members.
- Substantive experience in classification and compensation within a local, state, or federal government.
Responsibilities
- Provide strategic leadership and day-to-day direction for the County’s classification and compensation programs.
- Ensure 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.
- 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.
Benefits
- Telework may be permitted at the discretion of the supervisor and based on operational needs (after probationary period).
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What This Job Offers
Job Type
Full-time
Career Level
Manager
