Senior Compensation Consultant

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

Job Information

Title:

Senior Compensation Consultant

Market Range:

MR20

Approved Date:

1/14/2025 5:47:41 PM

FLSA:

Exempt

EEO Code:

PROFESSIONALS

Career Level:

P3

Career Level Description:

Professional Level 3

Job Code:

101022

Job Family:

HR - Human Resources

Sub Family:

COPRC - Compensation & Recruitment

Primary Purpose

Leads the more complex analytical and consultative services for a broad range of compensation functions to include annual labor market studies/analysis, adjusting salary structures, internal equity reviews, evaluation salary requests and conducting job evaluations. Serves as principal data manager for the Compensation Unit. Functions as Compensation Manager in their absence.

•

Serves as team lead for the most complex professional compensation analysis work and projects which affect large groups of employees on a County-wide basis and provides guidance to other Consultants on smaller projects with more limited impact. Leads or conducts large, complex salary surveys involving a large number of County job titles. Provides guidance to other Consultants in designing and conducting 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. Provides leadership for the Compensation Unit in process improvement, data collection, data management and report generation.

1

35%

•

Provides guidance to other Consultants in the evaluation of salary requests, ensuring compliance to established compensation philosophy, policies and best practices. Independently conducts compensation analysis for salary requests by analyzing pay factors and market ranges. Conducts equity analysis to identify potential issues (e.g. pay gender gaps). Develops and provides alternatives when requests do not conform to standards. Evaluates and researches salary exceptions; develops justification for County Manager's Office for Compensation Manager.

2

25%

•

Partners with Compensation Manager to maintain classification and compensation plans and salary schedule materials including updates to the Personnel Ordinance, public-facing website materials, Applicant Tracking System (ATS), HRIS system, etc.

3

15%

•

Analyzes the more complex classification requests and serves as a resource for other Compensation Consultants. Consults with management, determines appropriate position classification and writes technical documentation to support decision. Reviews the work of other Consultants as needed for training/mentoring.

4

15%

•

Develops monthly metrics to include: position classification actions status report, salary administration actions status report. Produces other reports (turnover, salary trend analysis, etc.) as needed. Participates with Compensation Manager in reviewing and revising SOP's and policies.

5

10%

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:

P3

Career Level Description:

Professional Level 3

•

Plans and manages projects that have significant impact on Work Group and Division results OR works as a technical expert within a Medical or Scientific Discipline.

•

Shares insights and analyses that inform new processes, and/or operational plans.

•

Responsible for making improvements in processes, systems, or standards to enhance performance of the Work Group.

•

Works to influence parties within and outside of the Work Group and Division regarding projects and procedures.

•

May be responsible for providing guidance, coaching and training to other employees within the Work Group.

•

Requires advanced knowledge of the Work Group and Division typically obtained through advanced education combined with experience. May have practical knowledge of project management.

•

Within Medical or Scientific Disciplines, typically requires a doctoral degree.

Qualifications

•

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

•

Four years of experience in human resources administration

•

Six years of experience in human resources administration may be substituted for the combined education and experience requirements

•

Equivalent education and experience are accepted

•

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

•

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

•

Strong 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.

•

Ability to manipulate and analyze large sets of complex data in order to generate sound compensation recommendations

•

Excellent verbal and written communication skills, including making high-level presentations

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

Attention to Detail

Thoroughness in accomplishing a task through concern for all the areas involved, no matter how small. Monitors and checks work or information and plans and organizes time and resources efficiently.

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.

Initiative

Does more than is required or expected in the job; does things that no one has requested that will improve or enhance products and services, avoid problems, or develop entrepreneurial opportunities. Plans ahead for upcoming problems or opportunities and takes appropriate action.

Coaching & Mentoring

Works to improve and reinforce performance of others. Facilitates their skill development by providing clear, behaviorally specific performance feedback, and making or eliciting specific suggestions for improvement in a manner that builds confidence and maintains self-esteem.

Team Leadership

Willingly cooperates and works collaboratively toward solutions that generally benefit all involved parties; works cooperatively with others to accomplish organizational objectives. Manages staff in ways that improve their ability to succeed on the job.

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