Compensation Advisor

Minimum Qualifications: Bachelor's degree from an accredited institution in Human Resources Management, Business or Public Administration, or a closely related field and four years of professional level compensation and job analysis/evaluation experience; or a Master's degree from an accredited institution in identified areas of study, or closely related field may be substituted for up to two years of the required experience.

Preferences: Certified Compensation Professional (CCP) or Senior Professional Human Resources (SPHR)

Representative Duties:

• Serves as lead subject matter expert in compensation.
• Provides analysis and develops recommendations for the design and evaluation of new or modified compensation programs. Designs and recommends changes to existing County salary structures and compensation policies and procedures.
• Performs market studies and internal job analyses to ensure pay practices are competitive both internally and externally.  Prepares custom surveys and participates in external salary surveys.
• Performs compensation functions to include job reclassification analyses, desk audits and organizational structure reviews.
• Reviews proposed individual salary increases based on promotion, reclassification and reassignment and hiring rates to determine internal pay equity and provide recommendations.
• Reviews, analyzes and provides recommendations to County Administration on all requests to fill positions, promotions, promotions from underslots, acting pay and reclassifications.
• Serves as internal consultant to County Administration, Department/Division management and Human Resources staff on compensation related issues and Union wage negotiations.
• Ensures compliance with State and Federal regulations impacting compensation, i.e., Fair Labor Standards Act (FLSA), Americans Disabilities Act (ADA), etc.
• Collaborates with management and human resources staff to create and update job descriptions through the evaluation of Job Analysis Questionnaires (JAQs).
• Creates reports and analyzes data to recommend structure adjustments, provide costing and recommendations for Union wage negotiations, and classification placement.
• Maintains compensation software systems to support compensation.