Applications are submitted online until the position is filled and/or the posting is closed. After reviewing this job announcement, please click on the link at the bottom of the page to apply online. A resume is required with the application. Further instructions on submission of documents are available in the online application. A resume may not be substituted for an application.

The Compensation Manager leads the newly established compensation team within the Human Resources department and is responsible for establishing, managing, and overseeing ongoing compensation policies, practices, and position management for the County. Reporting to senior HR leadership, this role owns the compensation decision-making process and ensures alignment with organizational goals and strategies in a forward-looking capacity.

• Administers compensation policies and programs in accordance with applicable ordinances, regulations, and organizational guidelines.
• Maintains the county’s compensation plan, ensures equitability of salaries across the organization, and maintains the county’s grade and steps systems for non-union employees.
• Develops, implements, and continuously refines compensation programs to support workforce objectives and strategic priorities. 
• Provides project support for compensation-related initiatives and leads position management efforts to ensure accurate classification and salary structures.
• Collaborates regularly with internal departments, external agencies, and community partners to maintain equitable and competitive compensation practices. 
• Conducts data analysis and market benchmarking to guide recommendations and policy development. 
• Maintains comprehensive records of compensation decisions and prepares detailed reports for review by leadership. 
• Advises management on collective bargaining strategies and issues. 
• Supervises assigned employees by providing clear direction and guidance, ensuring accurate and timely completion of work in alignment with established guidelines and expectation, while fostering a supportive, collaborative environment that encourages employee growth and development. 
• Performs other duties as assigned.

• Compensation structures, data, and strategies.
• Union and collective bargaining agreements.
• Organizational policies and procedures.
• Relevant federal, state and local employment laws.

• Advanced analytical thinking to interpret market compensation data, develop equitable salary structures, and assess complex regulatory and policy implications.

• Balancing internal equity with external competitiveness while managing the complexities of compensation and position management within a public-sector context.
• Effectively collaborate with diverse teams, negotiate with union representatives and regulatory bodies, and communicate clearly with both technical and non-technical stakeholders.
• Influence others and build consensus among various internal and external partners to achieve equitable compensation outcomes.
• Autonomously manage compensation programs and make policy recommendations.
• Lead the compensation team and shape strategic approaches to position management, while exercising significant discretion in daily operations.
• Influence departmental and County-wide outcomes through stewardship of compensation frameworks and position management practices.
• Support organizational equity, employee motivation, legal compliance, and fiscal responsibility, all of which directly impact talent retention and overall organizational performance.