Human Resources Partner (Classification and Compensation)

Hillsborough County Board of County Commissioners•Tampa, FL

19h•$65,000

About The Position

This is a strategic and analytical human resources position responsible for advancing classification and compensation programs. This position serves as a trusted consultant to departments and leadership, aligning classification and compensation strategies with organizational priorities, workforce planning, and fiscal considerations. This position proactively evaluates organizational structures, classification frameworks, and compensation practices to ensure internal equity, external competitiveness, and compliance with applicable laws and policies. This role emphasizes data-driven decision-making, innovation, and continuous process improvement to modernize HR practices and anticipate future workforce needs. This position acts as a change agent, analytical advisor, and strategic partner - leveraging curiosity, insight and forward-thinking approaches to recommend solutions that enhance organizational effectiveness and sustainability. This role also leads and manages complex HR projects related to classification, compensation, and organizational design, ensuring initiatives are executed efficiently, on time, and aligned with County priorities.

Requirements

Graduation from an accredited four-year degree granting college or university in Human Resources Management, Business Administration/ Management, Public Administration, Social Sciences or in any Behavioral Sciences
Five years of management, supervision, or high-level project management with experience in one or more functions of Human Resources; or An equivalent combination of education (not less than possession of a high school diploma/GED), training and experience that would reasonably be expected to provide the job-related competencies noted above.

Responsibilities

Conduct job analysis, classification reviews, and compensation studies to ensure roles are accurately defined, appropriately classified, and competitively compensated.
Evaluate organizational structures and recommend changes that improve efficiency, accountability, and alignment with County objectives.
Analyze internal and external labor market data, compensation benchmarks, and workforce trends to inform recommendations.
Develop and present data-driven insights and modeling to support strategic workforce planning.
Identify patterns, root causes, and emerging trends (e.g., compression) and recommend proactive solutions.
Serve as a subject matter expert in classification and compensation, advising leadership on complex organizational and pay-related issues.
Translate technical HR concepts into clear, actionable recommendations for diverse audiences.
Collaborate with HR sections and departmental leadership to implement integrated solutions.
Lead and manage classification and compensation projects from initiation through implementation, including, but not limited to job studies, pay plan updates, and organizational redesign efforts.
Develop project scopes, timelines, milestones, and deliverables to ensure successful execution of HR initiatives.
Monitor project progress, identify risks, and implement mitigation strategies to ensure timely and effective outcomes.
Utilize data and performance metrics to evaluate project success and inform continuous improvement efforts.
Prepare and present project updates, findings, and recommendations to leadership and stakeholders.
Continuously evaluate existing classification and compensation processes to identify inefficiencies and opportunities for improvement.
Design and implement innovative approaches, tools, and methodologies to enhance service delivery and outcomes.
Leverage technology and data systems to improve accuracy, transparency, and accessibility of HR information.
Lead process improvement initiatives using structured project management methodologies to enhance efficiency, consistency, and service delivery.
Anticipate future workforce and organizational needs by monitoring trends in public sector compensation, labor markets, and workforce expectations.
Support long-term planning efforts, including pay plan development, total rewards strategies, and organizational design.
Contribute to policy development and modernization of classification and compensation practices.
Manage long-range and high-impact HR projects that support workforce planning, organizational effectiveness, and compensation strategy.
Prepare and deliver reports, presentations, and recommendations to leadership and stakeholders.
Lead or support change initiatives related to classification, compensation, and organizational restructuring.
Facilitate discussions that build understanding, alignment, and support for recommended changes.