Compensation Consultant

J  o  b    D  e  s  c  r  i  p  t  i  o  n

Job Information

Title:

Compensation Consultant

Market Range:

MR19

Approved Date:

3/22/2023 11:41:41 AM

FLSA:

Exempt

EEO Code:

PROFESSIONALS

Career Level:

P2

Career Level Description:

Professional Level 2

Job Code:

100847

Job Family:

Human Resources

Sub Family:

Compensation & Recruitment

Primary Purpose

Provides analytical and consultative services for a broad range of compensation functions to include annual labor market studies/analysis, adjusting salary structures,  internal equity reviews, evaluating salary requests and conducting job evaluations.

•

Provides professional compensation analysis to the supervisor on complex projects which affect large groups of employees on a County-wide basis and may lead smaller projects with more limited impact.  Participates in conducting large, complex salary surveys involving a number of County job titles. Designs and conducts smaller, more focused salary surveys to respond to specific market concerns and to collect market pricing data for new and existing job titles. Responds to salary and benefits surveys and related data requests from other governmental organizations and private industry HR Consultants. Generates a variety of reports, performs data validation and analysis with large sets of employee and/or labor market data.

1

35%

•

Reviews departmental salary requests for compliance to compensation philosophy, policies, best practices. Performs compensation analysis for salary requests by analyzing pay factors and market ranges. Conducts equity analysis to identify potential issues (e.g., pay gender gaps). Discusses recommendation with supervisor and assigned Talent Acquistion and Compensation Consultant. Provides alternatives when requests do not conform to standards. Also evaluates and researches salary exceptions. Collaborates with assigned Talent Acquisition and Compensation Consultant on unique skill requirements, recruitment difficulties and other factors to justify request. Develops justification for County Manager's Office and submits to  supervisor.

2

30%

•

Partners with supervisor to maintain classification and compensation plans and salary schedules materials including: tracking the County's Living Wage, updates to the personnel ordinance, website, applicant tracking system (ATS), HRIS system, etc.

3

15%

•

Analyzes classification requests, consults with management, determines appropriate position classification and writes technical documentation to support decision.

4

15%

•

Develops monthly metrics to include: position classification actions status report, turnover report especially for hard-to-fill jobs, salary trend analysis (protected classes, compa-ratio audits), etc.  Conducts annual review of salary policies and recommends changes to supervisor. Conducts salary administration training.

5

5%

Position(s) may perform other duties in addition to the above as assigned by management.

*IMPORTANT* In the event of an emergency, as determined by the County Manager or designee, participation in preparedness and response operations should be expected. Employee may be required to fill a temporary assignment in a role different from standard duties, work hours and/or work location in preparation for, during and after the emergency. Employee may also be required to participate in relevant exercises and regular preparedness training.

Career Level Dimensions

Career Level:

P2

Career Level Description:

Professional Level 2

•

Works independently on projects/assignments that impact Work Group results.

•

Work is generally supervised and involves periodic process checks.

•

Responsible for making adjustments or recommended enhancements in systems and processes to solve problems or improve effectiveness of the Work Group.

•

Typically communicates within or outside the Work Group to provide information requiring some explanation or interpretation to reach agreement.

•

May provide guidance and assistance to entry level professionals or support staff.

•

Requires practical knowledge of the Work Group typically obtained through advanced education combined with experience.

Qualifications

•

Bachelor's degree in Human Resources Management, Public Administration, Business Administration or related field

•

Three years of experience in human resources administration

•

Equivalent education and experience are accepted

•

WorldatWork Certified Compensation Professional (CCP) or some courses completed towards CCP

•

Human Resources Certification Institute (HRCI) Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR)

•

Working knowledge of labor market survey analysis/market pricing, job evaluation process and salary administration

•

Strong math, analytical, and critical thinking skills

•

Advanced Excel knowledge including creating formulas, pivot tables, index/matching, etc.

•

Excellent verbal and written communication skills

An individual must be able to perform each essential duty satisfactorily to perform this job successfully. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Competencies

Analysis

Examines data to grasp issues, draw conclusions, and solve problems.

Consulting

Applies knowledge of policies and procedures in the area of work to advise others across the organization on critical issues.

Good Judgment

Makes decisions authoritatively and wisely, after adequately contemplating various available courses of action.

Mathematical Reasoning

Uses mathematical techniques to calculate data or solve practical problems.

Organizational Understanding

Understands agendas and perspectives of others, recognizing and effectively balancing the interests and needs of one's own group with those of the broader organization.

Technical Expertise

Applies and improves extensive or in-depth specialized knowledge, skills, and judgment to accomplish a result or to accomplish one's job effectively.

Integrity

Act with honesty, transparency and respect in our interactions with co-workers and those we serve. Adhere, without exception, to laws, policies, procedures and professional standards.

Accountability

Establish high-quality standards for work. Add value. Measure results and hold self and others accountable for making progress toward desired outcomes. Take a logical and data-driven approach to decision-making.

Diversity

Believe that different backgrounds and experiences strengthen the organization and produce better results. Value inclusion across race, gender, age, religion, identity and experience, and strive to reflect in our workforce the diversity of our community.

Collaboration

Foster a work culture in which different ideas and opinions are encouraged and expected. Listen carefully and speak thoughtfully. Work together toward shared goals with mutual respect and cooperation.

Continuous Improvement

Continuously improve work processes and products. Provide a safe environment to be innovative and creative and try new things. When things don't go as planned, use it as an opportunity to learn, regroup and begin again. Provide time and resources for individuals to grow and develop both personally and professionally.

Wellness

Take proactive steps to be physically fit and healthy, emotionally strong, financially secure and socially fulfilled, while inspiring and empowering others to do the same.

Service Orientation

Commit to making a difference within the community. Actively engage in and enjoy our work. Deliver services that exceed expectations, with courtesy, politeness and sensitivity to the experiences, concerns and feelings of all co-workers and customers.

ADA Checklist

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Standard ADA Selection:

Office Environment

Standing

X

Walking

X

Sitting

X

Lifting/Carrying 0-10 pounds

X

Lifting/Carrying 10-20 pounds

X

Lifting/Carrying 20-50 pounds

X

Lifting/Carrying 50-100 pounds

X

Pushing

X

Pulling

X

Climbing

X

Balancing

X

Stooping

X

Kneeling

X

Crouching

X

Crawling

X

Reaching

X

Handling

X

Grasping

X

Fingering

X

Feeling

X

Talking

X

Hearing

X

Visual Perception

X

Repetitive Motions

X

Eye/Hand/Foot Coordination

X

Memorization/Concentration

X

Learning/Knowledge Retention

X

Preparing/Analyzing Numerical Figures

X

Use of Interfaced Commmunication Devices (Phone, Computer, Radio etc.)

X

Analyzing/Examining/Testing Data

X

Emotional/Behavioral Self-Regulation

X

Interacting with Others

X

Comprehension

X

Organization

X

Decision Making

X

Comprehension

Understand complex problems and collaborate to explore alternative solutions

Organization

Organize and prioritize individual work schedule to manage multiple tasks and/or projects

Decision Making

Make decisions that have significant impact on a department's credibility, operations and/or services

Communication

Communicate in-depth information for the purpose of interpreting and/or negotiating

Extreme cold

X

Extreme heat

X

Humid

X

Wet

X

Noise

X

Hazards

X

Temperature Change

X

Atmospheric Conditions

X

Vibration

X

Computers/Monitors

X