Compensation Consultant (Hybrid)

Wake County Government•Raleigh, NC

13d•$69,421 - $93,722•Hybrid

About The Position

The Classification, Compensation & Salary Administration unit of Wake County Human Resources is seeking a strategic, analytical, and detail-oriented Compensation Consultant to provide classification, compensation, and salary administration services for assigned County departments. The position follows a hybrid schedule, with at least two days per week in the office for collaboration. Second-round interviews are in person and include practical exercises relevant to the role. The consultant advises Human Resource Business Partners and department leaders on organizational and position design, job classification, and pay structure management. The role analyzes and interprets data using advanced Excel and other HR applications to develop recommendations for compensation and classification challenges. It also evaluates candidate qualifications and internal equity to recommend competitive salary offers to hiring managers and leads or supports related special projects. The consultant works with a team to improve classification, compensation, and salary administration practices, recommend policy and process improvements, and help ensure County pay programs are fair, equitable, and competitive. The role regularly collaborates with County leadership and stakeholders on compensation and classification strategies. It uses published surveys and ad hoc studies to gather and analyze market pay data, responds to external market data requests, and supports continuous improvement of the County’s compensation framework. Wake County Human Resources partners with County leadership to provide HR programs and services. The department has more than 70 professionals and supports areas including benefits and employee wellness, recruitment, rewards and recognition, employee relations, and training. The County offers training and development opportunities, flexible work schedules, and a competitive salary and benefits package. In an emergency, the employee may be expected to participate in preparedness and response operations, including temporary assignments with different duties, work hours, or locations.

Requirements

Bachelor’s degree in Human Resources Management, Public Administration, Business Administration, or a related field; equivalent education and experience are accepted.
Three years of experience in human resources administration, including at least two years of classification, compensation, and/or salary administration experience.
Knowledge of labor market analysis, job evaluation, salary administration, and developing data-driven recommendations.
Strong analytical, mathematical, and critical-thinking skills.
Intermediate to advanced Excel skills for managing, manipulating, and analyzing large data sets.
Excellent written and verbal communication skills.
Familiarity with classification and compensation practices in public sector or government settings.

Nice To Haves

Classification and/or compensation experience in a public sector human resources setting.
Strong technical skills in Excel and other data management applications.
WorldatWork Certified Compensation Professional (CCP) credential or progress toward CCP coursework.
Professional HR certification such as HRCI (PHR, SPHR), SHRM (SHRM-CP, SHRM-SCP), or IPMA (IPMA-CP, IPMA-SCP).

Responsibilities

Consult with Human Resource Business Partners and department leaders on organizational and position design.
Advise on job classification and pay structure management.
Analyze and interpret data using Excel and other HR applications to develop recommendations for compensation and classification challenges.
Evaluate candidate qualifications and internal equity to recommend competitive salary offers to hiring managers.
Lead and support special projects related to compensation and classification.
Collaborate with Compensation Consultants to enhance classification, compensation, and salary administration practices.
Recommend policy and process improvements and help ensure County pay programs remain fair, equitable, and competitive.
Collaborate with County leadership and stakeholders on compensation and classification strategies.
Use published surveys and conduct ad hoc studies to gather and analyze market pay data.
Respond to external market data requests and support continuous improvement of the County’s compensation framework.
Participate in emergency preparedness and response operations when required, potentially undertaking temporary assignments with different duties, hours, or work locations.