Classification & Compensation Analyst (HR Analyst / Senior HR Analyst) - Clackamas County

04 Feb 2020 3:01 PM | Marla Merriwether (Administrator)

Clackamas County's Human Resources Department is looking to fill a Classification & Compensation Analyst (Classified as a Human Resources Analyst) position.  The department is considering candidates meeting the Human Resources Analyst or the Senior Human Resources Analyst job requirements.

The following links provide specific information, detailed description and distinguishing characteristics of the two classifications:

Human Resources Analyst

Senior Human Resources Analyst

The level of placement (HR Analyst or Senior HR Analyst) of the selected candidate will be determined based on the combination of their education, training and/or experience and how it relates to the requirements of the position.

IMPORTANT

PLEASE READ THE ENTIRE JOB ANNOUNCEMENT, INCLUDING "OTHER INFORMATION" SECTION. IT CONTAINS DETAILED INFORMATION ABOUT THE APPLICATION PROCESS.

WE ENCOURAGE YOU TO PRINT OUT THIS JOB ANNOUNCEMENT FOR YOUR REFERENCE. IT WILL NOT BE ACCESSIBLE AFTER THE CLOSE DATE.

BENEFIT

WHAT WE OFFER (PAY & BENEFITS):

Clackamas County proudly offers an attractive compensation and benefits package, including competitive wages, cost- of-living adjustments, merit increases (for eligible employees) and a robust sick and vacation plan for regular status employees.

We encourage and support employee health and wellness by offering a variety of gym membership discounts, annual wellness fairs and alternative care benefits, so you can customize your wellness needs to fit your lifestyle.

This is a full time (40 hours per week) County position. This is a non-represented position.

COMPETITIVE COMPENSATION PACKAGE:

Human Resources Analyst

Annual Salary Range: $67,813 - $91,548

Hourly Pay Rate: $32.60 - $44.01

Senior Human Resources Analyst

Annual Salary Range: $74,763 - $100,932

Hourly Pay Rate: $35.94 - $48.52

Attractive benefits package and incentives for employees in regular status positions are detailed below.

Generous paid time off package, including:

  • 4.8 weeks of vacation per year
  • 9 paid holidays and 1 personal day per year
  • 8 hours per month sick leave accrual

Employer paid 6% PERS retirement contribution

  • A Choice of Medical Plans with Vision and Prescription Drug Coverage
  • A Choice of Dental Plans
  •  Chiropractic Coverage and Alternative Care Benefit
  • Robust wellness programs, including gym discounts and wellness education classes
  • A variety of optional benefits (see Benefits section below) Longevity pay

Non-Represented Benefits Summary

Learn More About Benefits

JOB INTRODUCTION

  • Are you an experienced and team-oriented classification and compensation professional?
  • Do you have exceptional analytical and organizational skills?
  • Do you thrive working in a team environment and are invested in team success?
  • Do you have exceptional skills in building partnerships through a commitment to providing excellent customer service?

If you answered “yes” to the questions above, we want to consider you for the Classification & Compensation Analyst position at the Clackamas County Human Resources Department. This is a unique opportunity as the vacancy may be filled at either the Classification & Compensation Analyst or Senior Classification & Compensation Analyst level. If selected for this position, you will serve in a business partner role to assist in the development, implementation, execution and communication of the County’s classification and compensation programs. In this role, you will have an opportunity to use your strong analytical skills, excellent communication skills, and a collaborative approach to develop, administer and maintain the County’s complex classification and compensation plans comprised of represented and non-represented employees. This will allow you to demonstrate your commitment to customer service by building and enhancing business partner relationships with our stakeholders and customer departments. One of the most critical components of this position will be to respond to the needs of County departments that encompass a variety of businesses and interests. This will include conducting job analyses, salary studies, analyzing internal pay equity, establishing new classifications/job descriptions, providing assistance with compensation and contract costing to the County’s bargaining teams, and reviewing and resolving classification and compensation issues with employees and management.

This position is crucial to assisting County departments meet their strategic goals by acting as a Business Partner on Class/Comp issues. Support to departments includes review and allocation of new and existing positions, conducting classification and market studies, assisting in labor negotiations (costing) and providing assistance with organizational design. In addition, HR/Class & Comp is responsible for managing and implementing the Equal Pay Analysis which will have a significant County-wide impact in the coming years.

Required Minimum Qualifications/ Transferrable Skills:*

  • Experience conducting job analysis and developing, writing and/or revising job and classification descriptions Experience conducting salary studies and recommending salary grade placements
  • Experience using an enterprise-based HRIS system, such as Oracle PeopleSoft
  • Experience using Microsoft Office applications (i.e. Word, Outlook and PowerPoint)
  • Intermediate proficiency in Microsoft Excel
  • Strong analytical skills
  • Strong organizational skills with the ability to quickly shift focus and adapt to changing priorities
  • Strong verbal and written communication skills, including ability to clearly convey information to individuals with various levels of knowledge or understanding of the subject
  • Strong interpersonal skills that translate into all of the following:
  • Ability to establish and maintain effective working relationships and partnerships with County management and employees, elected officials, union officials, other agencies, and the public
  • Ability to handle a wide range of situations and circumstances effectively, positively, and professionally and to maintain composure in difficult, stressful and quickly emerging situations
  • Ability to work well independently, as well as having a collaborative, team-oriented approach to work Be detail-oriented, respectful of the needs and interests of others, assertive, accessible and approachable, and self-directed (able to work without close supervision)
  • Exercising tact, good judgment and diplomacy, while working with people who at times may be displeased with information they receive
  •  Independent decision-making and problem solving skills
  • Possess cultural awareness and the ability to work well with diverse groups of individuals
  • Strong active/reflective listening skill
  • Driving is required for County business on a regular basis or to accomplish work. Incumbents must possess a valid driver's license, and possess and maintain an acceptable driving record throughout the course of employment. Learn more about the County's driving policy

Preferred Special Qualifications/ Transferrable Skills:*

  • Experience developing and maintaining compensation plans
  • Experience analyzing internal pay equity, documenting and recommending pay adjustments and reviewing changes in salaries for compliance with policy
  • Lead work experience that may include leading projects, programs or initiatives
  • Possession of a Classification & Compensation Professional (CCP), Professional in Human Resources (PHR)/SPHR, and/or any other job related professional certification
  • Experience performing classification and compensation work in a public sector and/or union environment Experience conducting cost analysis for collective bargaining
  • Experience working in a centralized HR department with a business partner model

A TYPICAL WAY TO OBTAIN THE MINIMALLY REQUIRED KNOWLEDGE, SKILLS AND ABILITIES LISTED ABOVE WOULD BE:

Classification & Compensation Analyst

Equivalent to a Bachelor's Degree in related field and three (3) years of experience that demonstrates the ability to perform the duties of the position or an equivalent combination of education and experience (i.e. seven (7) years of education and/or experience).

Experience must include a minimum of two (2) years of performing job analysis for a variety of jobs representing different industries as a primary job function.

Senior Classification & Compensation Analyst

Equivalent to a Bachelor's Degree in related field and five (5) years of experience that demonstrates the ability to perform the duties of the position or an equivalent combination of education and experience (i.e. 9 years of education and/or experience).

Experience must include a minimum of four (4) years of performing job analysis for a variety of jobs representing different industries as a primary job function.

*For Veterans qualified for Veteran’s Preference: If you believe you have skills that would transfer well to this position and/or special qualifications that relate to this position, please list those skills and/or qualifications in the open-ended question at the end of the application and explain how those skills and/or qualifications relate to this position.

RESPONSIBILITIES

Duties include but are not limited to:

  • Conducts job analysis of new or modified positions via the Position Classification Questionnaire (PCQ) process; participates in studies to review positions within large employee groups; conducts analysis of individual positions to determine appropriate classification allocation; conducts interviews with employees and management; prepares written report on findings and recommendations.
  • Communicates results of position reviews to management and employees; responds to management, union or employee classification questions; evaluates employee classification appeals for appropriate action; organizes and participates in the formal appeal hearings process.
    Participates in the maintenance of the County’s classification and compensation plans; review position descriptions and drafts or assist with development of classification specifications; conducts salary surveys; analyzes classifications and salary data to determine market comparables; reviews market and internal equity relationships to recommend salary grade placement or adjustments; drafts official staff reports.
  • Utilizes job analysis techniques, internal and external equity analyses, market, and salary surveys to determine target hiring salaries for employees.
  • Researches and responds to requests for salary and classification information from other agencies and jurisdictions; participates in formal or informal salary surveys.
  • Provides technical information and advice to management on County classification and compensation policies, procedures, strategies and services.
  • Coordinates and completes various classification and compensation projects, studies and audits.
  • Participates on management bargaining team in labor contract negotiating sessions; provides information regarding classification and compensation related issues; identifies and researches significant or controversial issues; researches, analyzes and reports costs of contract proposals.
  • Utilizes the County’s HRIS and query tool to select employment information for a variety of HR projects; prepares and reviews payroll, benefits and personnel documents for compliance with human resources policies, uses HRIS in conjunction with other computer tools to provide analysis, costing and employee statistics, repots and documents; may provide business analyst support for system upgrades.
  • Maintain Classification & Compensation databases and spreadsheets; provide applicable information and guidance to DES management and staff.

At the Senior level, consult with Executive management and County Administration to:

  • Provide solution-oriented advice to management regarding pay decisions and compensation guideline interpretation
  • Recommend best practices and approaches in meeting department business and organizational needs
  • Lead initiatives and projects on behalf of the Classification & Compensation Manager
  • Investigate and resolve complex grievances and/or complaints from employees regarding compensation practices
  • Assist with strategic reorganizations

WORK SCHEDULE

This position is included in the County’s alternate workweek program, working 40 hours during a standard workweek of Monday through Thursday (Fridays off). Specific hours of work will be discussed with the candidate selected for this position at the time an offer of employment is extended.

EXPLORE CLACKAMAS COUNTY

Clackamas County is in a prime location in the Portland, Oregon metropolitan area and is recognized nationally as one of the most livable areas in the United States. Located on the southern edge of the City of Portland and extending to the top of Mt. Hood, Clackamas County is part of a thriving region in the Northwest. It has a population of about 400,000 citizens.

Explore Clackamas County

Clackamas County Core Values

Working for Clackamas County

Recreation, Arts & Heritage

Equity, Diversity and Inclusion

ABOUT THE DEPARTMENT

As an internal service department, the Department of Human Resources (HR) provides consultative services and the infrastructure that sustains County department customers. HR acts as a strategic partner to provide comprehensive, timely and progressive employment practices and services to support the departments' missions, which are carried out by County employees.

The Department of HR consists of eight primary program areas - Office of the Director/Administrative Services, Workforce Data Management, Recruitment and Selection, Classification and Compensation, Benefits and Wellness, Workforce Development and Planning, Risk Management and Safety, Employee and Labor Relations.

The Mission of the Department of Human Resources (HR) is to provide employment services, benefits and wellness, risk management and workforce planning to County Departments and Agencies so they can have the resources they need to provide high quality services and achieve their strategic results.

Learn more about Clackamas County Department of Human Resources

APPLICATION PROCESS

Clackamas County only accepts online applications.

Help With Your Application:

Application Process

Help with the Application

If you have any questions or issues you may contact the Department of Human Resources at 503-655-8459 or  e-mail us.. Our office hours are Monday - Thursday 7:00 a.m. - 6:00 p.m. Pacific Time (closed on Fridays).

HOW TO CLAIM VETERAN'S PREFERENCE

Request Veterans' Preference

Learn more about the County's Veterans' Preference

VISA SPONSORSHIP

Clackamas County does not offer visa sponsorships. Within three days of hire, applicants will be required to complete an I-9 and confirm authorization to work in the United States.

EQUAL EMPLOYMENT OPPORTUNITY

Clackamas County is an Equal Opportunity Employer. We value diversity, equity, and inclusion as essential elements that create and foster a welcoming workplace. All qualified persons will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, political affiliation, disability or any other factor unrelated to the essential functions of the job.

If you wish to identify yourself as a qualified person with a disability under the Americans with Disabilities Act and would like to request an accommodation, please address the request to the Department of Human Resources prior to the recruitment close date. You may request an accommodation during the online application process.

COVER LETTER REQUIRED

As part of the application process, applicants are required to submit (upload to their application) a cover letter that includes responses to the following two (2) open-ended questions:

  • Please describe your experience conducting job analysis. In your response, please include the following: a) number of years of experience, b) types of jobs reviewed, c) tools and/or processes you used in the review, and d) your role in communicating the results of the review.
  • Please describe the type(s) of organizational structure you have worked in as a Human Resources (HR) professional (i.e. centralized, decentralized, business partner model, etc.). In your response, please include the following: a) your role within the organization, b) your level of responsibility, and c) what factors you would consider if you were working in a business partner model.

CLOSE DATE

 This Job Posting closes at 11:59pm (Pacific Time) on Tuesday, February 18, 2020.

Please Note: The application deadline may be extended to expand the pool of qualified candidates. Any recruitment timeline changes will be communicated to all who have initiated an application process or have submitted an application.


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