Classification and Compensation Specialist (Human Resources) Position Available In Hillsborough, Florida

Salary:

$55,000 Benefits Click HERE to view our Benefits at a glance Generous PTO & Holiday Plan Health Plans Health Savings Account Dental & Vision Plans Employee Assistance Program (EAP) Healthcare Flexible Spending Account Dependent Care Flexible Spending Account Tuition Reimbursement Cafeteria Benefit Life Insurance Short & Long-Term Disability Insurance Job Overview Under the supervision of the HR Manager, this position will independently perform administrative, technical, and analytical work to support the County’s classification and compensation programs. The position will provide consultation, technical guidance, and hands-on support for the administration of Hillsborough County’s classification and compensation structure. The position will perform professional classification, compensation, and job evaluation duties, including the preparation and presentation of data and reports and execution of classification studies. Ideal Candidate The ideal candidate for this position has three years of practical experience in a classification and compensation function. Classification experience includes writing job descriptions, job documentation, job evaluation, and documenting job worth hierarchy. Compensation experience includes conducting salary surveys, market pricing jobs, developing pay structures, and evaluating internal equity. The ideal candidate for this position possesses a relevant HR certification (IPMA-HR, CCP, or

SHRM-CP/SCP

). Minimum Qualifications Bachelor’s degree in Human Resources Management (Administration), Business Management, Public Administration, or a Social or Behavioral Science; and Three years of professional human resources experience; or An equivalent compensation of education (not less than a high school diploma/GED), training, and experience that would reasonably be expected to provide the job-related competencies noted above. Core Competencies Customer Commitment

• Proactively seeks to understand the needs of the customers and provide the highest standards of service. Dedication to Professionalism and Integrity
• Demonstrates and promotes fair, honest, professional, and ethical behaviors that establishes trust throughout the organization and with the public we serve. Organizational Excellence
• Takes ownership for excellence through one’s personal effectiveness and dedication to the continuous improvement of our operations. Success through Teamwork
• Collaborates and builds partnerships through trust and the open exchange of diverse ideas and perspectives to achieve organizational goals.

Duties and Responsibilities Note:

The following duties are illustrative and not exhaustive. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Depending on assigned area of responsibility, incumbents in the position may perform one or more of the activities described below: Analyzed and evaluates position descriptions using standard job analysis and evaluation methodology to determine a position’s relative place in the County’s hierarchy of jobs. Conducts studies and performs desk audits of individual positions and job groups. Interviews employees and managers to gather job information in person or over the phone, and documents reviews. Provide classification and compensation advisory services which include sound decisions and definitive interpretations of the County’s classification and compensation procedures and guidelines for the establishment of positions and appropriate organizational structures. Research HR best practices, policies, and legislation. Researches, collects, and analyzes labor market data; evaluates job duties of both classified and unclassified positions to recommend adjustments to salaries and changes to assigned pay grades. Writes reports of findings for presentation to manager. Conducts market analysis by participating in and completing salary surveys to determine internal and external competitiveness of jobs and salary structures. Researches and analyzes competitive compensation practices in the market. Makes recommendations based on findings. Assists departments in the interpretation of federal and state laws, Hillsborough County policies, and collective bargaining agreements, and the application of procedures specific to the functional area. Reviews existing process and participates in process improvement initiatives. Conducts employee workshops and training sessions. Completes daily work activities within the allotted time frames. Performs other related duties as assigned. Job Specifications Ability to conduct research, collect, interpret, and analyze data to understand workforce trends and patterns and develop logical conclusions. Knowledge of classification and compensation elements and practices. Knowledge of federal, state, and local laws and regulations, and agency policies affecting classification and compensation. General knowledge of human resources practices and understanding of how one action may impact different functional areas. Skill in presenting to small and large groups. Ability to communicate effectively both orally and in writing. Ability to collaborate and work effectively with others. Ability to use a computer and related software. Physical Requirements Employee will be in an office environment, regularly required to sit and talk. Employee will occasionally need to travel within the County to other work locations to perform onsite desk audits or attend meetings. Work Category Sedentary Work

• Exerting up to 10 pounds of force occasionally, and/or a negligible amount of force frequently or constantly to life, carry, push, pull, or otherwise move objects, including the human body.

Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met. Emergency Management Responsibilities In the event of an emergency or disaster, an employee may be required to respond promptly to duties and responsibilities as assigned by the employee’s department, the County’s Office of Emergency Management, or County Administration. Such assignments may be for before, during, or after the emergency/disaster.