Manager, Classification & Compensation, (Manager III, Grade M3)

Classification & Compensation Manager

Please note : The salary range above represents this position's earning potential. The anticipated hiring range for this position will be $98,662 to $136,651, based on the candidate's qualifications and experience.

Montgomery County Office of Human Resources (OHR) is committed to building a talented and skilled workforce; enhancing the employee experience; and assuring service excellence for County residents. OHR recruits and selects, administers benefits, manages performance, promotes and delivers professional development, health and wellness programming to 10,000 employees. OHR is committed to the full inclusion of all qualified individuals and values diverse perspectives, lived experiences, and cultures. OHR encourages BIPOC (Black, Indigenous, and people of color), immigrants, women, LGBTQIA+, individuals with disabilities and veterans to apply.

OHR seeks an experienced, skilled and committed manager to lead the Classification & Compensation Team. This role requires exceptional program leadership and functional expertise in the administration of the County's staff and management classification and compensation program.

The selected employee will be responsible for managing all aspects of the County's Classification and Compensation Plan. This demanding role requires exceptional project management skills to successfully direct the development and implementation of key strategic initiatives, including a comprehensive compensation philosophy and large-scale classification reviews. The manager must effectively scope projects, allocate resources, manage timelines, and ensure effective stakeholder communication across all phases of program maintenance and updates. Furthermore, the position encompasses general compensation and position management, and direct supervision of staff.

WHO WE ARE LOOKING FOR

• Manage the classification and compensation program for staff and management positions in accordance with the collective bargaining agreements (CBAs).
• Represents the County in negotiations with labor unions and "meet and confer" groups; conducts analysis and cost projections, prepares proposals, and negotiates changes to reach resolution within established parameters.
• Direct all major Classification & Compensation projects, including system implementations, large-scale studies, and policy rollouts, utilizing formal project management methodologies to define scope, manage resources, track timelines, and report progress to executive leadership.
• Provide consulting services, tools and information to management on classification, compensation, organizational design, and workforce planning issues and concerns; monitor classification and compensation practices to ensure internal equity, and to promote the county's broader equity initiatives.
• Plan, develop, conduct and implement County-wide classification studies for all major employee groups as needed; determine appropriate job evaluation methods; resolve classification issues with employees and department manager; review and finalize proposed job descriptions and / or develop and write job descriptions.
• Conduct salary studies utilizing appropriate market data to determine the target market salary for various positions and competitiveness of the County's pay practices; recommend and implement adjustments to County salary plans to maintain appropriate internal and external pay relationships; recommend and secure external survey reports to be used as benchmarks for salary studies.
• Design and deliver compensation communication and training materials to managers and employees.
• Provide leadership and oversight to recruitment and selection processes to ensure compensation enhances the County's ability to recruit and retain qualified personnel.
• Initiates and completes special projects, programs or reports as directed.

To be a successful Classification & Compensation Manager, you must :

Minimum Qualifications

Education : Graduation from an accredited college or university with a Bachelor's Degree.

Experience : Five (5) years of progressively more responsible human resources or related experience.

Equivalency : An equivalent combination of experience and education may be substituted.

Preferred Criteria, Interview Preferences