Classification & Compensation Consultant

State of North Carolina•Capital District Wake, NC

1d•$63,927 - $82,000•Hybrid

About The Position

The NC State Bureau of Investigation (SBI) seeks an experienced Classification and Compensation Consultant to serve as a subject matter expert on job classification, organizational design, and salary administration. This position independently evaluates complex position and compensation requests, leads classification studies, and advises agency leadership on equitable, policy-compliant staffing and pay decisions across a diverse law enforcement organization.

Requirements

Must be able to work Monday - Friday, 8:00AM- 5PM.
Must be able to travel occasionally to agency locations, meetings, and professional development opportunities.
Bachelor’s degree, typically in Human Resources or related field from an appropriately accredited institution AND 4 years of experience required; OR High school or General Educational Development (GED) diploma AND 6 years of progressive experience in Human Resources; OR equivalent combination or education and experience.
Selected candidates will undergo and must successfully complete a comprehensive background investigation which includes: credit and arrest checks; interviews with associates, personal and business references; verification interviews of employers; verification of education achievement; urinalysis drug screening; and submission of fingerprints.
Applicants applying for positions certified through the North Carolina Department of Justice - Criminal Justice Education and Training Standards Division can find specific certification requirements here.
Applicants hired into a position certified as a criminal justice officer or justice officer are required to electronically submit fingerprints to the NC State Bureau of Investigation for a state and national criminal history record check and enrollment in the Federal Bureau of Investigation's Next Generation Identification (NGI) System and Criminal Justice Record of Arrest and Prosecution Background (Rap Back) Service. This is in addition to submitting fingerprints during the application process.
Applicants seeking Veteran’s Preference must attach a DD Form 214, Certificate of Release or Discharge from Active Duty, along with the state application.
Applicants seeking National Guard Preference must attach an NGB 23A (RPAS), along with the state application if they are a current member of the NC National Guard in good standing.
Applicants who are former member of either the NC Army National Guard or the NC Air National Guard, with honorable discharge and six years of creditable service must attach a copy of the DD 256 or NGB 22, along with the state application.
If reasonable accommodation is needed to participate in the job application or interview process, please contact the person indicated below.
It is the policy of the State of North Carolina and NC SBI that all employees provide proof of employment eligibility (immigration and naturalization) on the first day of employment. We participate in E-Verify (Employment Eligibility Verification System).

Nice To Haves

Demonstrated experience independently conducting complex job classification reviews and organizational or occupational studies.
Demonstrated experience applying North Carolina State HR classification and salary administration policies, including internal equity and education and experience analysis.
Advanced ability to analyze compensation, labor market, and workforce data and present well-supported recommendations.
Demonstrated experience advising managers on organizational design, job descriptions, position allocation, and salary decisions.
Proficiency with HR information systems and reporting tools used for position management and personnel actions such as Workday and/or the OSC Integrated HR/Payroll System.

Responsibilities

Developing and evaluating position descriptions, duties, organizational relationships, and classification factors to recommend appropriate position allocations and reallocations.
Leading occupational and organizational classification studies, including job design, class specifications, qualification requirements, and organizational structures.
Analyzing compensation data, labor market information, and internal equity to recommend salary ranges, starting salaries, and salary adjustments.
Reviewing complex salary administration actions, including reallocations, demotions, career progressions, and in-range adjustments.
Consult with managers, HR colleagues, and OSHR to resolve classification and compensation questions and communicate defensible recommendations.
Researching, interpreting, and helping develop classification and compensation policies, guidelines, and processes.
Providing training and technical guidance to managers and HR staff; mentoring less-experienced colleagues.
Managing the Agency’s organizational charts in Visio.