Human Resources Compensation & Job Analyst Supervisor (People & Internal Operations)

Job

ID 100990

Location Downtown Full/Part Time Full-Time Exempt from Classified Service Yes Minimum Rate 97230.77 Min Pay Frequency Yearly Maximum Rate 157186.88 Max Pay Frequency Yearly Regular/Temporary Regular Minimum Qualifications Bachelor's degree. A minimum of three to five years of experience in human resources to include payroll, recruitment or labor relations; OR minimum of three years of experience in data or job analysis, human resources metrics, market analysis, compensation surveys, or salary research are required. Additional experience in human resources to include payroll, recruitment or labor relations OR job analysis, human resources metrics, market analysis, compensation surveys, or salary research may substitute for the college education on a year-for-year basis.

Recruitment Notes Recruitment Notes:

This is advanced professional job/classification analysis work with direct supervisory responsibility in the HR Office of Job Analysis & Compensation. Employees in this classification are responsible for overseeing staff who perform a variety of complex classification review work which consist of job analysis actions, department organizational and restructuring reviews, classification benchmarking studies, job specification development and maintenance, pay plan administration, and special projects. Specific responsibilities entail managing the day-to-day work of a professional Job Analyst staff, who are engaged in complex job analysis, extensive virtual/field audit, reviewing and approving staff recommendations of complex reclassification request actions, job specification development and updates, interpreting and advising staff and departments on compensation and classification policies and procedures, directing the annual preparation of the county's pay plan and special compensation projects. Duties require the exercise of considerable independent judgment in the application of classification theories, principles and methods and the ability to deal directly, tactfully and persuasively with officials in departments and agencies on numerous complex and sensitive compensation actions. Supervision is exercised over a staff of HR Compensation & Job Analysts, who perform county-wide, job classification reviews which impact all county departments. General supervision is received from the Assistant Chief, HR Compensation & Job Analysis, who reviews work through personal meetings, conferences and written reports and holds the incumbent responsible for effective job analysis administration. About Miami-Dade County Miami-Dade County (MDC) is the largest county in Florida with approximately 2.7 million residents, renowned for its vibrant culture and economic dynamism. MDC has operated since 1957 under a unique metropolitan system of government known as a "two-tier federation" with a strong Mayor and a 13 Board of County Commissioners. The Board of County Commissioners (BCC) is the legislative body, consisting of 13 members elected from single-member districts. Members are elected and serve one four-year term and may serve up to two consecutive four-year terms. The Commission chooses a chairperson who presides over the BCC and appoints the members of legislative committees. In January 2025, the Miami-Dade County transitioned to include five Constitutional Offices with elected leaders including Sheriff, Clerk of Court and Comptroller, Property Appraiser, Tax Collector and Supervisor of Elections. Benefits Miami-Dade County offers outstanding comprehensive benefits that include full medical, dental, optional vision and disability insurance; optional 457 pre-tax savings plans, optional flexible spending accounts, 13 paid holidays, one birthday holiday, and three floating holidays; vacation and sick leave; and employee contributory membership in the Florida Retirement System. Applicants qualifying for employment will be subject to an extensive background check including, but not limited to, fingerprint checks, employment verification and other screening procedures. All documents submitted in response to the advertisement are public records pursuant to Chapter 119 Florida Statutes. Miami-Dade County is an Equal Opportunity Employer. Applicants and employees are protected from discrimination based on certain categories protected by Local and Federal law.