The Human Resources Program Administrator for Compensation & Classification will participate on teams as a subject matter expert as the county modernizes its compensation structure in response to changing market conditions while ensuring compliance with MN Pay Equity. Join a Human Resources department that is committed to the county’s vision for operational excellence. The position will report to the Deputy Director of Total Rewards. To develop, implement and administer designated human resource programs and serve as a countywide resource in areas such as compensation, classification, pay equity, or other human resource program/service areas. Responsible to develop policy and program strategy; provide guidance to county departments on compliance with state and federal laws and regulations; and perform related duties as assigned. To view or print a copy of the complete Ramsey County job (class) description for this position, go to: Job Descriptions. Once at this page, you can browse the alphabetical list or search for a job description. Flexible Workplace:This position is identified under the designation of ‘flex work eligible’, meaning that the employee can formally opt to be in-office full-time or work a flex schedule in which at least two-days per week are performed in office and other days can be performed in a remote-first environment. Regardless of selection, the position carries expectations regarding on-site responsibilities and will require schedule flexibility beyond the minimum expectations set forth in the county’s flexible workplace policy. To view Ramsey County’s Flexible Workplace policy, go to: Flexible Workplace Policy Examples of Work Performed Serve as project leader for the development, implementation, and administration of countywide human resource programs. Conduct research and prepare reports of findings on topical issues in the human resources field in order to identify current trends and to develop strategies for the establishment of relevant programs within Ramsey County. Respond to inquiries and employee relations issues from department heads, managers, supervisors, and other employees in person, or by written correspondence. Provide assistance in developing policies and strategies for maintaining effective and comprehensive human resources programs. Communicate and problem-solve with employees, vendors, partner agencies, nonprofit and community-based organizations, human resources staff, and departments in support of program initiatives. Develop and recommend policy interpretations for various programs relating to carrier contracts, union contracts, personnel rules, county policies and procedures, and laws and regulations. Assist in maintaining county compliance with state and federal laws. Develop and provide training on defined work areas. Compensation and Classification. Provide classification and compensation program administration and implementation as well as identify opportunities for continuous improvement in the county’s classification and compensation strategy to maintain a well-designed, competitive package that supports the county’s talent attraction and retention strategic goals. Participate in labor negotiations and the development of bargaining strategy to provide data, analysis, reports, and presentations related to classification and compensation strategies and costing. Maintain policies and procedures for compensation, job evaluation and classification, including updating existing and future compensation plan as a result of labor contract negotiations resulting from collective bargaining and annual adjustments for all employees. Create compensation analysis, summaries, and reports, ensuring compliance with the MN Local Government Pay Equity Act. Perform regular maintenance reviews of the County’s job classification system. Make classification determinations by reviewing requests for job reclassification and department requests for creation of new job classifications. Meet and confer with department leaders, employees, and HR General Services staff to evaluate jobs and advise on classification determination based on established systems and procedures. Provide HR Business Partner teams, managers and supervisors with information, policy and procedural instruction, training, guidance, and program leadership to ensure proper classification of county positions. Develop and oversee quality assurance process to ensure consistent application of classification policies and procedures. Respond to questions and requests for compensation, job evaluation and classification information. Participate and respond to salary surveys and research comparables for new and updated job descriptions. Work with the Enterprise Resource Planning (ERP) capability team and labor relations staff for development of comprehensive compensation reports including pay equity and compensation manual updates. Evaluate and advise solutions to unique compensation issues in the current and future compensation structure. (The work assigned to a position in this classification may not include all possible tasks in this description and does not limit the assignment of any additional tasks in this classification. Regular attendance according to the position’s management approved work schedule is required.)ESSENTIAL FUNCTIONS: 1, 2, 3, 4, 5, 6, 7, 8 and listed functions from above in assigned area. Minimum Qualifications Education: Bachelor's degree in public administration, business administration, human resources, industrial relations, risk management, occupational safety and health, psychology, or a field closely related to the area to which assigned. Experience: Four years of professional experience in human resources, workforce development, organizational development, change management, diversity and inclusion, policy and planning, compensation, pay equity, or a related field, including at least one year of experience in the area to which assigned. Substitution: Equivalent combination of education and relevant experience. Certifications/ Licensure: None.