Provides guidance to department heads, managers, HR Business Partners, and City leadership
regarding compensation and classification practices. The position collaborates with Budget and
Finance to model salary projections, pay plan adjustments, and fiscal impacts of compensation and
classification recommendations. Supports recruitment efforts by advising on starting salary placement,
market competitiveness, and talent alignment. The role also develops and delivers training and
communication tools to explain compensation policies, pay practices, and organizational impacts.
The position may be responsible for the effective supervision and administration of assigned staff,
including prioritizing and assigning work, performance management, employee relations, and related
activities in areas such as budget preparation, expenditure monitoring, and payroll management.
Assists with special projects, program evaluations, and operational improvements that enhance
departmental efficiency and service delivery.
Performs other duties as assigned.
PERFORMANCE STANDARD
Employees at all levels are expected to
effectively work together to meet the needs of the community
and the organization through work behaviors demonstrating the City’s Values. Employees are also
expected to lead by example and demonstrate the highest level of ethics.
REQUIRED KNOWLEDGE
- Compensation - Comprehensive knowledge of compensation principles and practices, including
salary structures, step plans, open ranges, broad banding, and specialized pay systems.
- Classification – Comprehensive knowledge of job evaluation methodologies, job analysis
techniques, and classification systems (including job families and career ladders).
- Employment Law & Compliance — Knowledge of federal, state, and local laws affecting
compensation and classification, including FLSA, EEOC guidelines, ADA considerations, pay
equity statutes, and wage and hour regulations. Understanding of public sector rules, civil service
frameworks, and collective bargaining impacts on compensation.
- Statistical Mathematics – statistical methods and compensation analytics, such as regression
modeling, compa-ratio analysis, range penetration, pay compression diagnostics, and market
index calculations.
REQUIRED SKILLS
- Judgement/Decision Making – Ability to use logic and reasoning to understand, analyze, and
evaluate situations and exercise good judgment to make appropriate decisions.
- Data Interpretation & Analytical Skills – Utilizes a personal computer with word processing,
spreadsheet, financial analysis, and data management software to complete administrative and
analytical tasks with accuracy and efficiency. Demonstrates skill in using HRIS and data
analytics tools to extract, analyze, model, and report compensation information.
- Interpersonal Relationships – Develops and maintains cooperative and professional
relationships with employees at all levels of management to include representatives from other
departments and organizations. Effectively handles inquiries, complaints from or disputes with
patrons and staff from outside agencies.
PC# 12950
Page 2 of 3 Revised: 07/01/2026
