Job Description
Salary: $65,000
Job Overview
This is a strategic and analytical human resources position responsible for advancing classification and compensation programs. This position serves as a trusted consultant to departments and leadership, aligning classification and compensation strategies with organizational priorities, workforce planning, and fiscal considerations. This position proactively evaluates organizational structures, classification frameworks, and compensation practices to ensure internal equity, external competitiveness, and compliance with applicable laws and policies. This role emphasizes data-driven decision-making, innovation, and continuous process improvement to modernize HR practices and anticipate future workforce needs. This position acts as a change agent, analytical advisor, and strategic partner – leveraging curiosity, insight and forward-thinking approaches to recommend solutions that enhance organizational effectiveness and sustainability. This role also leads and manages complex HR projects related to classification, compensation, and organizational design, ensuring initiatives are executed efficiently, on time, and aligned with County priorities.
Minimum Qualifications Required
- Graduation from an accredited four-year degree granting college or university in Human Resources Management, Business Administration/ Management, Public Administration, Social Sciences or in any Behavioral Sciences; and
- Five years of management, supervision, or high-level project management with experience in one or more functions of Human Resources; or
- An equivalent combination of education (not less than possession of a high school diploma/GED), training and experience that would reasonably be expected to provide the job-related competencies noted above.
Ideal Candidate Statement
The ideal candidate is a strategic, intellectually curious human resources professional with a passion for using data to inform decision-making. They possess advanced analytical and critical thinking skills, enabling them to evaluate complex information, identify root causes, and develop practical, forward-looking solutions. This individual is innovative and committed to continuous process improvement, with experience in modernizing HR practices and enhancing service delivery, including the thoughtful and responsible use of AI and emerging technologies to improve analysis, efficiency, and decision support. They are an effective project manager who can lead cross-functional initiatives, manage competing priorities, and deliver results. The ideal candidate is collaborative, influential, and capable of advising leadership while anticipating future workforce and organizational needs.
Core Competencies
- Customer Commitment – Proactively seeks to understand the needs of the customers and provide the highest standards of service.
- Dedication to Professionalism and Integrity – Demonstrates and promotes fair, honest, professional and ethical behaviors that establishes trust throughout the organization and with the public we serve.
- Organizational Excellence – Takes ownership for excellence through one’s personal effectiveness and dedication to the continuous improvement of our operations.
- Success through Teamwork – Collaborates and builds partnerships through trust and the open exchange of diverse ideas and perspectives to achieve organizational goals
Duties and Responsibilities
Note: The following duties are illustrative and not exhaustive. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Depending on assigned area of responsibility, incumbents in the position may perform one or more of the activities described below.
Classification & Compensation Operations
- Conduct job analysis, classification reviews, and compensation studies to ensure roles are accurately defined, appropriately classified, and competitively compensated.
- Evaluate organizational structures and recommend changes that improve efficiency, accountability, and alignment with County objectives.
Data Analytics & Workforce Insights
- Analyze internal and external labor market data, compensation benchmarks, and workforce trends to inform recommendations.
- Develop and present data-driven insights and modeling to support strategic workforce planning.
- Identify patterns, root causes, and emerging trends (e.g., compression) and recommend proactive solutions.
Consultation & Partnership
- Serve as a subject matter expert in classification and compensation, advising leadership on complex organizational and pay-related issues.
- Translate technical HR concepts into clear, actionable recommendations for diverse audiences.
- Collaborate with HR sections and departmental leadership to implement integrated solutions.
Project Management
- Lead and manage classification and compensation projects from initiation through implementation, including, but not limited to job studies, pay plan updates, and organizational redesign efforts.
- Develop project scopes, timelines, milestones, and deliverables to ensure successful execution of HR initiatives.
- Monitor project progress, identify risks, and implement mitigation strategies to ensure timely and effective outcomes.
- Utilize data and performance metrics to evaluate project success and inform continuous improvement efforts.
- Prepare and present project updates, findings, and recommendations to leadership and stakeholders.
Innovation & Process Improvement
- Continuously evaluate existing classification and compensation processes to identify inefficiencies and opportunities for improvement.
- Design and implement innovative approaches, tools, and methodologies to enhance service delivery and outcomes.
- Leverage technology and data systems to improve accuracy, transparency, and accessibility of HR information.
- Lead process improvement initiatives using structured project management methodologies to enhance efficiency, consistency, and service delivery.
Strategic & Forward-Thinking Initiatives
- Anticipate future workforce and organizational needs by monitoring trends in public sector compensation, labor markets, and workforce expectations.
- Support long-term planning efforts, including pay plan development, total rewards strategies, and organizational design.
- Contribute to policy development and modernization of classification and compensation practices.
- Manage long-range and high-impact HR projects that support workforce planning, organizational effectiveness, and compensation strategy.
Communication & Change Management
- Prepare and deliver reports, presentations, and recommendations to leadership and stakeholders.
- Lead or support change initiatives related to classification, compensation, and organizational restructuring.
- Facilitate discussions that build understanding, alignment, and support for recommended changes.
Job Specifications
- Curiosity & Continuous Learning: Actively seeks to understand complex issues, asks insightful questions, and remains current on emerging trends in classification and compensation.
- Analytical Thinking: Uses data, research, and quantitative analysis to evaluate information, identify trends, and develop evidence-based solutions.
- Critical Thinking: Applies sound judgment to analyze complex and sometimes ambiguous information, identify root causes, evaluate alternatives, and develop well-reasoned, strategic recommendations that align with organizational goals.
- Strategic Foresight: Anticipates future organizational and workforce needs and aligns HR strategies accordingly.
- Innovation: Challenges conventional approaches and develops creative, practical solutions to improve outcomes.
- Process Improvement: Continuously evaluates and enhances workflows, systems, and methodologies for efficiency and effectiveness.
- Project Management: Plans, organizes, and leads complex projects by establishing clear objectives, managing timelines and resources, coordinating stakeholders, and ensuring successful delivery of results.
- Consulting & Influence: Builds trust and credibility while guiding leaders through complex decisions using clear, persuasive communication.
- Business Acumen: Understands the intersection of HR strategy, operations, and fiscal constraints within a public sector environment.
- Managing Complexity: Business methodology that deals with the analysis of the intricate behavior, culture and politics pertaining to all business processes. Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems; Asks the right questions to accurately analyze situations; Acquires data from multiple and diverse sources when solving problems; Uncovers root causes to difficult problems; Evaluates pros and cons, risks and benefits of different solution options.
- Communicating Effectively: Two-way process of mutual understanding. Effectively communicating both orally and in writing with audiences at every level to provide clear understanding of the actions necessary or connection to objectives; Deciphering verbal and written communications to determine the root cause and/or understanding of the underlining objectives that must be accomplished.
- Business Insight: Applying knowledge of business to advance the organization’s goals. Knows how the businesses work and how they make money to leverage effective strategy execution; Keeps up with current and possible future policies, practices, and trends in the organization, with the competition, and in the marketplace in which we compete; uses knowledge of business drivers and how strategies and tactics play out in the Organization guide actions.
- Global Perspective: Taking a broad view when approaching issues, using a global lens. Looks toward the broadest possible view of an issue or challenge; Thinks and talks in global terms; understands the position of the organization within a global context; knows the impact of global trends on the organization.
Working Conditions and Physical Demands
- Work is performed in a standard office environment with occasional meetings and presentations.
- May require limited local travel and occasional attendance at evening meetings or public sessions.
Work Category
- Sedentary work – Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the employee sits most of the time, the job is rated for light work.
Emergency Management Responsibilities
In the event of an emergency or disaster, an employee may be required to respond promptly to duties and responsibilities as assigned by the employee’s department, the County’s Office of Emergency Management, or County Administration. Such assignments may be for before, during or after the emergency/disaster.
- Job Identification 4067
- Job Category Administrative
- Posting Date 04/09/2026, 10:23 AM
- Locations 601 E Kennedy Blvd, Tampa, FL, 33602, US