Human Resources Partner (Classification and Compensation)

Salary: $65,000

Job Overview

This is a strategic and analytical human resources position responsible for advancing classification and compensation programs. This position serves as a trusted consultant to departments and leadership, aligning classification and compensation strategies with organizational priorities, workforce planning, and fiscal considerations. This position proactively evaluates organizational structures, classification frameworks, and compensation practices to ensure internal equity, external competitiveness, and compliance with applicable laws and policies.  This role emphasizes data-driven decision-making, innovation, and continuous process improvement to modernize HR practices and anticipate future workforce needs.  This position acts as a change agent, analytical advisor, and strategic partner - leveraging curiosity, insight and forward-thinking approaches to recommend solutions that enhance organizational effectiveness and sustainability.  This role also leads and manages complex HR projects related to classification, compensation, and organizational design, ensuring initiatives are executed  efficiently, on time, and aligned with County priorities.

 

Minimum Qualifications Required

• Graduation from an accredited four-year degree granting college or university in Human Resources Management, Business Administration/ Management, Public Administration, Social Sciences or in any Behavioral Sciences; and
• Five years of management, supervision, or high-level project management with experience in one or more functions of Human Resources; or 
• An equivalent combination of education (not less than possession of a high school diploma/GED), training and experience that would reasonably be expected to provide the job-related competencies noted above.

 

Ideal Candidate Statement

The ideal candidate is a strategic, intellectually curious human resources professional with a passion for using data to inform decision-making. They possess advanced analytical and critical thinking skills, enabling them to evaluate complex information, identify root causes, and develop practical, forward-looking solutions. This individual is innovative and committed to continuous process improvement, with experience in modernizing HR practices and enhancing service delivery, including the thoughtful and responsible use of AI and emerging technologies to improve analysis, efficiency, and decision support. They are an effective project manager who can lead cross-functional initiatives, manage competing priorities, and deliver results. The ideal candidate is collaborative, influential, and capable of advising leadership while anticipating future workforce and organizational needs.

 

Core Competencies

• Customer Commitment - Proactively seeks to understand the needs of the customers and provide the highest standards of service.
• Dedication to Professionalism and Integrity - Demonstrates and promotes fair, honest, professional and ethical behaviors that establishes trust throughout the organization and with the public we serve.
• Organizational Excellence - Takes ownership for excellence through one's personal effectiveness and dedication to the continuous improvement of our operations.
• Success through Teamwork - Collaborates and builds partnerships through trust and the open exchange of diverse ideas and perspectives to achieve organizational goals

 

Duties and Responsibilities

Note: The following duties are illustrative and not exhaustive. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Depending on assigned area of responsibility, incumbents in the position may perform one or more of the activities described below.

 

Classification & Compensation Operations

• Conduct job analysis, classification reviews, and compensation studies to ensure roles are accurately defined, appropriately classified, and competitively compensated. 
• Evaluate organizational structures and recommend changes that improve efficiency, accountability, and alignment with County objectives. 

Data Analytics & Workforce Insights

• Analyze internal and external labor market data, compensation benchmarks, and workforce trends to inform recommendations. 
• Develop and present data-driven insights and modeling to support strategic workforce planning.  
• Identify patterns, root causes, and emerging trends (e.g., compression) and recom