Human Resources Manager (Classification and Compensation)

Hillsborough County Board of County Commissioners•Tampa, FL

13h•$95,742 - $103,084•Onsite

About The Position

Hillsborough County is seeking an experienced and strategic Human Resources Manager to lead its Classification and Compensation function. You will serve as a trusted advisor to County leadership while directing programs that promote internal equity, market competitiveness, regulatory compliance, fiscal responsibility, and organizational effectiveness. The Human Resources Manager will lead a team of classification and compensation professionals and serve as the County’s subject matter expert in classification and job evaluation, compensation and salary administration, Fair Labor Standards Act compliance, market pricing and internal equity, organizational design and position management, and compensation policy and workforce planning.

Requirements

Graduation from an accredited four-year degree-granting college or university with a bachelor’s degree in Human Resources Management, Business Administration or Management, Public Administration, Organizational Development, Education, or a directly related field.
Five years of professional human resources classification and compensation experience, including two years of leadership or supervisory experience.
Extensive knowledge of classification, job evaluation, market pricing, and compensation administration.
Experience leading complex classification and compensation studies.
Strong knowledge of the Fair Labor Standards Act and related employment laws.
Experience advising executives and senior leaders on sensitive organizational and compensation matters.
The ability to analyze large and complex data sets and develop defensible recommendations.
Strong leadership, coaching, and staff-development capabilities.
Experience managing competing priorities and multiple high-profile projects.
Excellent written, verbal, consultation, and presentation skills.
The ability to build trust and collaborative relationships throughout a complex organization.
A commitment to internal equity, customer service, integrity, and continuous improvement.
An equivalent combination of education, training, and experience that would reasonably be expected to provide the job-related competencies required for the position.

Nice To Haves

Public-sector classification and compensation experience is highly desirable.

Responsibilities

Plan, direct, and evaluate the work of the Classification and Compensation Section while establishing priorities and ensuring timely, accurate, and responsive service.
Coach, mentor, train, and develop professional staff.
Establish clear expectations and promote accountability.
Manage workloads and assign complex classification and compensation projects.
Identify opportunities to improve processes through technology, innovation, and operational efficiencies.
Build a collaborative, customer-focused, and high-performing team.
Oversee the development and maintenance of the County’s classification system and ensure positions are appropriately structured and allocated.
Direct classification studies involving new positions, reclassifications, reorganizations, and organizational restructuring.
Ensure job descriptions accurately reflect assigned duties, responsibilities, minimum qualifications, and organizational needs.
Review complex job analyses and classification recommendations.
Advise leadership on organizational structure, reporting relationships, position allocation, span of control, and job design.
Support effective position management throughout the organization.
Direct the administration of the County’s compensation programs and provide recommendations that balance market competitiveness, internal equity, fiscal responsibility, and organizational needs.
Oversee market pricing, salary surveys, compensation studies, and internal equity analyses.
Maintain compensation structures and pay plans.
Analyze labor market and workforce data.
Review recommendations involving starting salaries, promotional increases, reclassifications, equity adjustments, and pay exceptions.
Present data-supported compensation findings and recommendations to leadership.
Partner with executives, department directors, managers, and human resources professionals to address complex organizational and compensation matters.
Provide consultation regarding organizational design and restructuring, workforce planning, compensation strategy, job descriptions and position management, labor market competitiveness, organizational effectiveness, and classification and compensation policies and practices.
Translate complex information into practical options and clearly communicate recommendations to executive and departmental leadership.
Oversee Fair Labor Standards Act exemption analyses and help ensure classification and compensation practices comply with applicable laws, policies, and agreements.
Interpret and apply Fair Labor Standards Act requirements, Equal Pay Act requirements, Federal, state, and local employment laws, County policies and procedures, collective bargaining agreements, and public-sector human resources best practices.
Recommend updates to classification and compensation policies, procedures, guidelines, and administrative practices.
Anticipate workforce and labor-market trends and develop strategies that align classification and compensation programs with the County’s long-term organizational objectives.
Evaluate complex workforce, organizational, and compensation data to identify trends, assess alternatives, and develop evidence-based recommendations.
Create a collaborative and high-performing work environment through clear direction, coaching, accountability, professional development, and recognition.
Communicate complex and technical information clearly and persuasively to executives, managers, employees, human resources professionals, and external stakeholders.
Make timely and objective decisions that balance legal requirements, fiscal responsibility, organizational needs, internal equity, and long-term impact.
Successfully manage multiple initiatives involving changing priorities, competing interests, regulatory requirements, budget considerations, and organizational sensitivities.
Respond promptly and perform duties assigned by the employee’s department, the County’s Office of Emergency Management, or County Administration in the event of an emergency or disaster.