Human Resources Manager – Classification and Compensation

Albemarle County Government

Department of Human Resources

Full-Time, 12 months

Exempt, Pay Grade 20

VRS-Eligible, Benefits-Eligible

The County of Albemarle is creating a new Human Resources Department!

Through a restructuring initiative, the County of Albemarle has an exciting opportunity to build and implement a new Human Resources Department for the sole function of supporting Albemarle County Local Government.

You are invited to join this unique time as we form the new department. We will be filling positions focused on recruitment, policy, performance management, employee relations, and more! Now is your chance to make an impact in the organization, local community, and those we serve.

We invite you to join us!

Join the Albemarle County Team:

Albemarle County is one of the most desirable locations in Virginia and the nation, with an excellent school system, low taxes, low crime and unemployment rates, a skilled and educated workforce, and a wealth of cultural, historical, and recreational amenities in a beautiful setting. 

It’s our mission to enhance the well-being and quality of life for all citizens through the provision of the highest level of public service consistent with the prudent use of public funds. 

We deliver this in a diverse locality, with rural, suburban and urban characteristics. The Albemarle County Core Values are the foundation for all we do.

• Integrity: We value our customers and co-workers by always providing honest and fair treatment. 
• Innovation: We embrace creativity and positive change. Learn about this from the People of Albemarle. Have you heard about our partnership for an autonomous shuttle in Crozet?
• Stewardship: We honor our role as stewards of the public trust by managing our natural, human and financial resources respectfully and responsibly. 
• Learning: We encourage and support lifelong learning and personal and professional growth. We support our team through internal and external training opportunity. Check out our free in-house training opportunities.
• Community: We expect diversity, equity and inclusion to be integrated into how we live our mission. See how we’re living out this value in the Office of Equity and Inclusion 2020 Annual Report.   

We take care of our team, offering employees BE WELL Albemarle support to provide opportunities to understand and follow an active lifestyle that promotes a culture of good health and wellness.

We take care of the environment, with a department dedicated to programs supporting Pollution Prevention (P2), Energy Conservation and other environmental initiatives.

The HR Manager – Classification & Compensation

The Albemarle County Department of Human Resources is actively recruiting an HR Manager – Classification & Compensation to join our team. The successful HR Manager – Classification & Compensation will perform difficult professional and analytical work involving the development and implementation Compensation & Classification for Albemarle County Government employees. Supports the strategic plan and initiatives through the research, design, implementation, management and continuous improvement of compensation, classification and supports position control.

The Expectations

Essential functions and responsibilities of HR Manager – Compensation & Classification include, but are not limited to, the following:

• Creates and tracks metrics for audit, key performance indicators, strategic planning and regulatory compliance purposes.
• Coordinates classification and pay strategic objectives; Determines fiscal and legal requirements of pay strategies and formulates budgetary recommendations; Provides assistance to employees and managers as required.
• Monitors compensation programs to ensure the Total Compensation strategy is achieved through collection of market data and analysis and consistent application of established policy throughout County Government and School Division.
• Conducts job audits, analyzes data, prepares job descriptions, and evaluates jobs using the point-factor evaluation method;
• Participates in supervisor communication sessions for wage and salary-related policy and procedure-related discussions;
• Identifies and assess trends and best practices for compensation and reward strategies.
• Conducts HR reports and analyses; Investigates and prepares reports on special problems, job evaluations and job audits;
• Develops, recommends, and administers total compensation policies and procedures.
• Develops recommendations for compensation/rewards changes based on external market conditions and trends and internal needs,
• Develops and delivers communication on those programs.
• Develops and implements Total Rewards strategy to include direct and indirect rewards and pay strategies;
• Stays current with and evaluates or assists in the evaluations of market trends
• Responds to employee and management questions and needs by way of phone, email and meetings.
• Serves as internal consultant to company management team, supervisors and employees on personnel issues. Collects and Analyzes data from reports to determine future programs, tools, and process changes. Supervises payroll-related tasks including processing paperwork;
• Advises management on pay issues, proper job classification, hiring salaries, performance appraisal, and application of policies and federal and state regulations related to compensation;
• Assists in the integration of compensation and reward systems with other HR and end-user systems;

Performs related tasks as required.

Supervisory Responsibilities

Supervises approximately 1-2 employees leading the collaborative work of the Albemarle County Classification and Compensation programs. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

THE QUALIFICATIONS

Education and Experience

Education and/or experience equivalent to graduation from an accredited undergraduate program with major work in business or public administration as well as a minimum of five years of related experience. Masters degree and Certification as a Certified Compensation Professional (CCP) preferred.

Knowledge, Skills and Abilities

Thorough knowledge of the principles, practices, and techniques of public or business administration. Thorough knowledge of compensation methodologies salary administration. Ability to analyze and solve complex human resources problems. Ability to communicate complex idea effectively both orally and in writing. Thorough knowledge of cost/benefit, forecasting and statistical techniques; ability to devise detailed procedures and methodology. Understanding of state and federal employment laws and regulations. Sound knowledge of automated HR information systems through the use of PC. Intermediate software skills including Microsoft Office Suite and HR information system. Ability to devise detailed procedures and methodology, ability to plan, organize and ability to communicate complex ideas effectively, both orally and in writing; ability to establish and maintain effective working relationships Ability to maintain confidentiality of employee information.

LANGUAGE SKILLS

Ability to read, analyze, and interpret complex documents. Ability to make appropriate recommendations. Ability to respond effectively to sensitive inquiries or complaints orally and in writing. Ability to make effective presentations to management, employees, public groups, and/or boards of directors. Ability to resolve conflicts.

REASONING ABILITY

Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret a variety of instructions and deal with several abstract and concrete variables.

CERTIFICATES, LICENSES, REGISTRATIONS

Certification as a Certified Compensation Professional (CCP) is preferred.

Must possess a valid appropriate driver's permit issued by the Commonwealth of Virginia.

THE PHYSICAL CONDITIONS AND NATURE OF WORK CONTACTS

Work is typically performed in an office setting with occasional extended periods of time at computer terminals. Occasional visits to off-site county location are required. Occasional program necessity requires working hours beyond set hours and days. Frequent telephonic and occasional personal contact with Department Heads, applicants, internal and external organizations at County and State level, employees and the general public is required.

THE SALARY RANGE

The hiring range for this position is $66,594 - $79,912 per year. Starting offer is based on applicable education beyond minimum requirements and internal equity. The position also provides excellent benefits including 12 paid holidays, paid vacation and sick leave, health insurance options with employer contribution, employer-paid life insurance, VRS retirement, and continuing education/training opportunities. This is a full time, FLSA exempt position. Internal candidates will receive pay adjustments in accordance with Local Government Personnel Policy, §P-60.

WORK ENVIRONMENT

Work is typically performed in an office setting with occasional extended periods of time at computer terminals. Occasional visits to off-site county location are required. Occasional program necessity requires working hours beyond set hours and days. Frequent telephonic and occasional personal contact with Department Heads, applicants, internal and external organizations at County and State level, employees and the general public is required.

TRAVEL REQUIREMENT

There is a travel expectation for this position.

TELEWORK ELIGIBILITY

This position is telework eligible per Albemarle County policy and procedure.

DEADLINE FOR APPLICATIONS: Position open until Tuesday, January 18, 2022, 5:00 p.m. EST

PROCESS: For consideration please apply at https://albemarleva.tedk12.com/hire/index.aspx

EOE/EEO

Albemarle County is an equal employment opportunity employer, and does not discriminate against any group or individual on the basis of race, color, religion, sex, sexual orientation, national origin, age or disability in regards to any aspect of employment policy and practice: recruitment, testing, selection, assignment, pay, conditions of work, training, leave, overtime, promotion, discipline, demotion, and separation.

This position is subject to Emergency Management Order 21-3 and its amendments to protect our community against COVID-19. All employees, including new hires, are required to be vaccinated against COVID-19 OR to be tested for COVID-19 once per week if not vaccinated.