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Job Summary
This position is responsible for overseeing the organization's development, implementation, and administration of competitive compensation programs. This role involves analyzing market trends, evaluating existing compensation structures, and making data-driven recommendations to ensure equitable and strategic pay practices. The analyst collaborates closely with human resources, finance, executive leadership, and elected officials teams to align compensation strategies with business goals, enhance talent retention, and support a motivating work environment. The HR Generalist will handle classification and compensation, conducting salary benchmarking to maintain fair and competitive pay. They will track HR metrics, decision-making and support decision-making, and provide insights on workforce trends. Ensure compliance with FLSA labor laws. This individual is responsible for developing and enforcing company policies and cultivating a positive workplace culture. Strong communication, organizational, and leadership skills are crucial, along with a solid understanding of employment law and HR best practices. This role may supervise employees.
Essential Functions
Essential Functions: These are intended only as illustrations of the various types of work performed. The omission of specific duties does not exclude them from the position.
Partner with HR, finance, and managers to provide guidance on compensation-related matters, including new hire offers, promotions, and transfers. Help management understand compensation policies, practices, and trends.
Participate in salary surveys to gather external market data, analyze pay trends, and assess the competitiveness of the organization's compensation programs.
Use insights to make recommendations on salary ranges, bonuses, and other incentive programs.
Conduct job evaluations, grade jobs based on internal equity, and update job classifications.
Analyze compensation data to ensure internal equity and market competitiveness.
Prepare reports and presentations for management, summarizing insights on compensation trends, pay practices, and policy adjustments.
Assist in administering salary adjustments, merit increases, promotions, and other pay changes.
Ensure compensation practices comply with relevant laws and regulations, such as FLSA, equal pay laws, and pay transparency requirements.
Assists with budget preparation.
Maintain compensation systems, ensuring data accuracy and efficiency in processing compensation changes.
Collaborate with the Employee Relations team to address compensation issues that may arise during investigations or conflict resolution.
Maintain oversight of vacancies and wages, analyzing their impact on overall County and departmental budget planning through comprehensive wage and salary analysis.
Ensure compliance with federal, state, and local regulations related to compensation, including wage and hour laws.
Oversee the maintenance of HR contracts, ensuring that all agreements are current and compliant with legal and organizational standards.
Manage the departmental SharePoint site, ensuring that all HR resources, documents, and tools are up-to-date and accessible for staff.
Conduct desk audits to review HR processes and documentation for accuracy, compliance, and efficiency.
Act as a point of contact for employees and management regarding compensation inquiries and issues, providing guidance and support as needed.
Develop training materials and conduct workshops for HR staff and department managers on compensation-related topics.
Assist in implementing programs and practices that support Title VI and VII requirements, ensuring equity in compensation and employment practices.
Maintenance of contracts database, HR Records, HR SharePoint, and employee portals i.e. Special Projects needed with collaboration with other divisions within Human Resources.
Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance, including DCA, EE0-4, EEOP, Census, and OEWS etc. reporting mandates.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, and employment law.
Maintains the work structure by updating job requirements and job descriptions for all classifications, including the HRIS system updates and validation tables.
Manages a pay plan by conducting periodic pay surveys; scheduling and conducting desk audits, job evaluations; preparing personnel budgets; monitoring and scheduling individual pay actions; and recommending, planning, and implementing pay structure revisions.
Retains historical human resource records by designing a filing and retrieval system and keeping past and current records.
May serve as a liaison to application software vendors.
Composes Board of Commissioner's Agenda Item Transmittal Forms and supporting documentation regarding new and amended job classifications and pay grades.
May represent Human Resources at the Board of Commissioners meetings as needed.
 Additional Duties:
Employees in this classification may be expected to perform any related duties as required by proper authority.
Knowledge, Skills, and Abilities
Knowledge of local government operations, human resources and policies and plans, and modern office practices and procedures.
Knowledge of Microsoft programs, knowledge, or the ability to quickly learn other programs; and the ability to use computers for data entry, word processing, and accounting purposes.
Skill in the use of computers and software applications related to the essential functions of the job; Microsoft office; excel, word etc.
Skill in ADP data analysis tools; experience with compensation software is a plus.
Skills to perform written and verbal communication to present findings and collaborate effectively with teams.
Ability to meet and transact with employees and the public in an effective and courteous manner.
Ability to get along with others and work effectively with the public and co-workers.
Ability to work flexible hours, including evening meetings.
Ability to multi-task and work within deadlines.
Ability to deal with confidential and sensitive matters.
Ability to work with budgets for departments within the approved budget.
Ability to have strong analytical and quantitative skills, attention to detail, and data accuracy.
Ability to manage and mentor a team, providing guidance and fostering professional development that aligns with organizational needs and compensation strategy
Working Conditions
Work is performed primarily in an office.
Minimum Qualifications
1. Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.
2. Five (5) years of professional office experience in a Human Resources environment or related field; with 3 years of experience in a specified field.
3. Two years of experience in compensation, data analysis, or a similar role in HR.
4. OR have a combination of education, training and work experience that is equivalent to #1, #2 and #3 above that provides the requisite knowledge, skills, and abilities for this job.
5. Valid State of Georgia Driver's License
Preferred Qualifications
1. Experience working with human resources information systems (HRIS) technology.
2. Professional in Human Resources (PHR) certification, Certified Compensation Professional (CCP), Certified Employee Benefits (CEB) or other designated professional certification
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