Human Resources Manager (Classification and Compensation)

Starting Salary: $95,742–$103,084 annually

 

Hillsborough County is seeking an experienced and strategic Human Resources Manager to lead its Classification and Compensation function.

You will serve as a trusted advisor to County leadership while directing programs that promote internal equity, market competitiveness, regulatory compliance, fiscal responsibility, and organizational effectiveness.

The Human Resources Manager will lead a team of classification and compensation professionals and serve as the County’s subject matter expert in:

• Classification and job evaluation
• Compensation and salary administration
• Fair Labor Standards Act compliance
• Market pricing and internal equity
• Organizational design and position management
• Compensation policy and workforce planning

What You Will Do Lead the Classification and Compensation Team

You will plan, direct, and evaluate the work of the Classification and Compensation Section while establishing priorities and ensuring timely, accurate, and responsive service.

You will also:

• Coach, mentor, train, and develop professional staff.
• Establish clear expectations and promote accountability.
• Manage workloads and assign complex classification and compensation projects.
• Identify opportunities to improve processes through technology, innovation, and operational efficiencies.
• Build a collaborative, customer-focused, and high-performing team.

Direct the County’s Classification Program

You will oversee the development and maintenance of the County’s classification system and ensure positions are appropriately structured and allocated.

Responsibilities include:

• Directing classification studies involving new positions, reclassifications, reorganizations, and organizational restructuring.
• Ensuring job descriptions accurately reflect assigned duties, responsibilities, minimum qualifications, and organizational needs.
• Reviewing complex job analyses and classification recommendations.
• Advising leadership on organizational structure, reporting relationships, position allocation, span of control, and job design.
• Supporting effective position management throughout the organization.

Lead Compensation Strategy and Administration

You will direct the administration of the County’s compensation programs and provide recommendations that balance market competitiveness, internal equity, fiscal responsibility, and organizational needs.

You will:

• Oversee market pricing, salary surveys, compensation studies, and internal equity analyses.
• Maintain compensation structures and pay plans.
• Analyze labor market and workforce data.
• Review recommendations involving starting salaries, promotional increases, reclassifications, equity adjustments, and pay exceptions.
• Present data-supported compensation findings and recommendations to leadership.

Serve as a Strategic Advisor

You will partner with executives, department directors, managers, and human resources professionals to address complex organizational and compensation matters.

You will provide consultation regarding:

• Organizational design and restructuring
• Workforce planning
• Compensation strategy
• Job descriptions and position management
• Labor market competitiveness
• Organizational effectiveness
• Classification and compensation policies and practices

You will translate complex information into practical options and clearly communicate recommendations to executive and departmental leadership.

Promote Compliance and Consistency

You will oversee Fair Labor Standards Act exemption analyses and help ensure classification and compensation practices comply with applicable laws, policies, and agreements.

This includes interpreting and applying:

• Fair Labor Standards Act requirements
• Equal Pay Act requirements
• Federal, state, and local employment laws
• County policies and procedures
• Collective bargaining agreements
• Public-sector human resources best practices

You will also recommend updates to classification and compensation policies, procedures, guidelines, and administrative practices.

The Ideal Candidate

The ideal candidate is an experienced classification and compensation leader who combines strong technical expertise with sound judgment, strategic thinking, and a consultative approach.

The successful candidate will demonstrate:

• Extensive knowledge of classification, job evaluation, market pricing, and compensation administration.
• Experience leadi