Senior Compensation Specialist

AlphaGov delivers public-sector consulting for cities, counties, school systems, special districts, utilities, and related agencies. Our work spans classification and compensation, organizational and operational studies, research and program evaluation, economic and workforce analysis, surveys and community research, and applied data and infrastructure research.

AlphaGov is hiring a Senior Compensation Specialist to evaluate classification and total compensation for management and confidential employees. You will develop defensible pay structures, analyze compensation relationships and create tools that HR teams can maintain.

What you’ll do

• Review job descriptions and interview HR staff, supervisors and department leaders to document duties and organizational responsibilities.
• Apply a transparent job-evaluation methodology and recommend revisions to classifications and grade assignments.
• Select defensible public-sector comparators and normalize salary, benefits, retirement and paid-time-off comparisons across employers.
• Analyze internal equity, compression and pay inversion, including comparisons between management earnings and represented employee earnings with overtime.
• Recommend salary ranges, incumbent placement and operational pay-policy parameters supported by market evidence.
• Model immediate and phased implementation options, including payroll and retirement-related costs, in usable working spreadsheets.
• Develop salary-administration guidance, a classification-review process and electronic outputs HR staff can maintain.
• Prepare reports and present clear recommendations to management and public decision-making bodies.

Apply to be considered.

Requirements

Required

• Experience conducting classification and compensation studies for public-sector employers, including non-represented management or confidential staff.
• Personal participation within the past five years in a classification or compensation study for a Connecticut public-sector employer.
• Experience analyzing total compensation, including benefits, retirement and paid time off, and pay relationships between represented and non-represented employees.
• Ability to develop defensible job evaluations, implementation cost models and electronic data suitable for HR information-system import.
• Ability to identify and disclose relevant conflicts of interest and explain findings clearly to public-sector stakeholders.

Nice to have

• Experience with Connecticut municipalities and cross-state retirement-cost comparisons, including defined benefit plans.
• Experience developing salary-administration manuals and presenting findings to elected or appointed boards.

Originally posted on Himalayas