2026

Charleston County Government•Sc 29405, SC

14d•Onsite

About The Position

Charleston County Human Resources is looking for a Compensation Specialist I/II that will serve as a central communication point within the Human Resources Department for compensation related questions and perform a variety of technical compensation duties that support the division. The Compensation Specialist II will also be communication point and will have the added responsibility to assist in the development, implementation and continuous maintenance of the County’s classification and compensation systems. A strong candidate will be a committed team player who demonstrates strong problem solving and analytical skills. The Compensation Specialist I/II must be able to work in a fast paced environment and possess the ability to innovate. Attention to detail, excellent professional written and verbal communication skills are necessary for the person in this position. Must be comfortable working in a collaborative and fast-paced environment, also have the ability to embrace change.

Requirements

High School Diploma or GED, with an Associate’s Degree, preferred; and
Two (2) or more years of experience working in an office environment, Human Resources preferred; (for Spec I)
Able to communicate technical information, both verbally and written to staff in a non-technical manner. (for Spec I)
Proficient in Mircosoft Excel and overall proficiency in Microsoft Office Suite (for Spec I)
Bachelor’s Degree in Human Resources Management, Business, Accounting, or a related field preferred. (for Spec II)
Two (2) or more years of experience working in Human Resources, Business Analytics, or a related field, required (for Spec II)
Highly proficient in Microsoft Excel and overall proficiency in the Microsoft Office Suite. (for Spec II)
Prior classification and compensation experience to include experience with step pay plans and point factor evaluation systems, preferred. (for Spec II)

Nice To Haves

Associate’s Degree (preferred for Spec I)
Experience working in an office environment, Human Resources preferred (for Spec I)
Bachelor’s Degree in Human Resources Management, Business, Accounting, or a related field preferred (for Spec II)
Prior classification and compensation experience to include experience with step pay plans and point factor evaluation systems, preferred (for Spec II)

Responsibilities

Monitors and Tracks the County’s Longevity and Merit program/ Compensation Specialist II will be back up for this process.
Conducts and completes salary surveys on behalf of Charleston County, participates in public sector surveys and assists other Cities and Counties with salary questions.
Reviews and processes Position Change Request Forms (PCR) including labor changes, reclassifications, conversions, and creation of job codes.
Participates in Staff Summary Sheet Meetings, checks portal for new Staff Summary Sheets, reviews Staff Summary Sheets, presents new Staff Summary Sheets, tracks via spreadsheet and sends spreadsheet to DCA’s County Administrator on weekly basis, updates departments of SSS status/progress.
Reviews and analysis compensation data
Determine and ensure appropriate FLSA classification and placement within the County's organization structure based upon application of job evaluation criteria.
Review and update pay grade assignments (classification of positions) , pay structures, pay tables , position listings, and various other position details across HR systems as appropriate
Perform internal pay analysis as well as market pricing & analysis (when needed) by reviewing appropriate data/information.
Recommend changes, support the analysis with cost projections for proposed changes.
As needed, review and recommend salary offers for new hires in coordination with the, Human Resources Director, Deputy HR Director and hiring departments.
Assist in identifying benchmark jobs, preparing survey materials, and maintaining survey related data.
Use spreadsheet data analysis techniques to assess results and market trends.
Provides training and instruction to Human Resources Representatives as appropriate in the day-to-day application of compensation programs, policies, and procedures.