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The Compensation Administrator manages and oversees the Compensation section within the Human Resources Division, providing leadership in the administration, analysis and implementation of County compensation programs.  This role serves as the County’s subject matter expert on compensation matters and provides guidance to leadership regarding classification strategy, market competitiveness, pay administration, and collective bargaining support.

The Compensation Administrator is responsible for resolving complex and challenging issues associated with HR programs, policies, procedures, and performance, ensuring compliance, efficiency, and alignment with organizational goals. Through a combination of leadership, problem-solving, and in-depth expertise, this position plays a key role in driving the County’s compensation strategy and supporting the overall success of its workforce management initiatives.

Work is performed with considerable independence and the exercise of independent judgment under the general supervision of the department manager or department director.

Duties may vary based on area of assignment. The following are representative duties, it is not the intent to capture all duties performed by this classification.

• Direct the development, implementation and administration of compensation strategies, policies and programs.
• Coordinates and administers annual compensation review process, including market adjustments, general wage increases, pay plan updates and related implementation activities.
• Reviews requests for new and revised positions during the annual budget process and provides classification, compensation, and organizational structure recommendations.
• Supervises, trains, develops, and evaluates compensation staff; assigns work and monitors performance to ensure timely and accurate service delivery.
• Supervises and reviews classification studies and position audits to maintain consistent and equitable position classification and pay range assignment.
• Advises leadership on compensation issues to ensure that salary is internally equitable and externally competitive for new hires, internal promotions, transfer, etc.
• Administers the completion of the county-wide benchmark market study, salary surveys and salary data collection for projects or special assignments.
• Reviews job analysis to determine appropriate market pricing.
• Supports HR systems in all matters related to job and position information and assists in maintaining software systems to support compensation programs.
• Provides compensation analysis, costing, market data, and technical support during collective bargaining and labor negotiations.
• Conducts compensation and financial analyses to evaluate pay structure adjustments, labor agreement proposals, workforce impacts, and associated costs.
• Oversees the administration of the County's classification and compensation programs to ensure consistency, equity, compliance, and alignment with organizational objectives.
• Monitors federal, state, and local compensation and staffing laws and regulations in order to ensure compliance.
• Performs other related duties as assigned.

Bachelor’s degree from an accredited institution in Human Resources Management, Business, Public Administration, or a closely related field.

Six (6) years of progressively responsible professional compensation experience involving classification, market analysis, salary administration, and compensation program management, including three (3) years of supervisory or major project leadership experience.

In lieu of the degree requirements additional relevant experience may be substituted on a year for year basis.

Master's degree from an accredited institution.

Senior Professional Human Resources (SPHR) or Certified Compensation Professional (CCP) Certification.