Compensation Consultant (Hybrid)

County of Wake, NC•Raleigh, NC

1d•Hybrid

About The Position

The Classification, Compensation & Salary Administration unit of Wake County Human Resources is seeking a strategic, analytical, detail-oriented Compensation Consultant to provide comprehensive classification, compensation, and salary administration services for assigned County departments. In this role, you will: Partner with department leaders on organizational and position design Consult on job classification, market pricing, and pay structure placement Develop data-driven solutions to meet a broad range of compensation and classification needs Evaluate candidate qualifications, internal equity, and recommend competitive salaries Lead and support special projects related to compensation and classification Collaboration & Impact Work with a team of Consultants to enhance compensation practices, recommend policy and process improvements, and ensure County pay programs remain fair, equitable, and competitive. This role involves regular collaboration with County leadership and stakeholders on compensation and classification strategies. Market Research & Analysis 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. This role offers a hybrid work schedule, with team members typically spending at least two days a week in the office for collaboration and connection. About Our Team Wake County’s Human Resources Department partners closely with county leadership to deliver innovative, results-driven, and customer-focused HR programs and services. With a team of over 70 dedicated professionals, we provide a wide range of support including Benefits and Employee Wellness, Recruitment, Rewards and Recognition, Employee Relations, Training, and more. Our department is consistently recognized for excellence in wellness and talent management. Through forward-thinking strategies that serve as industry models, we've helped position Wake County as a national leader in public sector HR. Honors such as the Healthiest Employer Hall of Fame and the Agency Award for Excellence reflect our commitment to creating a thriving workplace. We invite you to explore our competitive benefits package, which includes a 5% 401(k) contribution and free access to the Employee Health Center. Join us in building a stronger, healthier, and more innovative Wake County.

Requirements

Bachelor's degree in Human Resources Management, Public Administration, Business Administration or related field
Three years of experience in human resources administration
Equivalent education and experience are accepted
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) 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

Partner with department leaders on organizational and position design
Consult on job classification, market pricing, and pay structure placement
Develop data-driven solutions to meet a broad range of compensation and classification needs
Evaluate candidate qualifications, internal equity, and recommend competitive salaries
Lead and support special projects related to compensation and classification
Work with a team of Consultants to enhance compensation practices, recommend policy and process improvements, and ensure County pay programs remain fair, equitable, and competitive.
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.