Classification & Compensation Manager (Manager III), Grade M3
Montgomery CountyAbout the Position
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Please note: The salary range above represents this position’s earning potential. The anticipated hiring range for this position will be $98,662 to $155,863, based on the candidate’s qualifications and experience.
WHO WE ARE
The Montgomery County Office of Human Resources (OHR) builds and supports a strong, resilient, and innovative workforce of more than 10,000 employees. We are a welcoming, collaborative and human-centric workplace that manages essentials of the full employee experience – from recruitment and selection through offboarding. We deliver people-focused programs such as health and wellness programs and professional development We manage and implement the County’s HR policy, EEO and salary plans. OHR values diverse perspectives, lived experiences, and encourages BIPOC (Black, Indigenous, and people of color), immigrants, women, LGBTQIA+, individuals with disabilities and veterans to apply.?
WHO WE ARE LOOKING FOR
OHR seeks an experienced, strategic Classification and Compensation Manager (Manager III) with strong supervisory and project-management experience to manage the County’s position classification framework and salary plans. The ideal candidate brings a proven track record in supervision and management of technical aspects of compensation and possesses expert knowledge of the concepts and principles underlying position classification and compensation, and exceptional project management skills to develop and implement key initiatives, including large scale overhaul of pay and classification structures. This role requires a forward-thinking manager who can strengthen operations and demonstrate:
- Expertise in designing, maintaining, and modernizing large-scale classification and compensation systems.
- Advanced project management capability to drive complex, multi-phase initiatives such as comprehensive classification reviews.
- Strong analytical ability to conduct salary studies, lead data modeling, and ensure internal and external pay equity.
- Leadership and supervisory skills, including coaching, managing performance and workload, as well as professional development.
- Ability to conduct complex quantitative and qualitative data analysis to accurately inform recommendations and implement fair pay practices.
- Skilled in building strong partnerships with departments, regional and national comparators and organizations.
- Understanding of FLSA, principles of pay equity and compensation management, and compliance requirements related to pay and compensation.
- Judgement and adaptability to navigate competing priorities and drive continuous improvement.
- Commitment to diversity, equity and inclusion in pay and classification practices.
What You'll Be Doing
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As the Classification and Compensation Manager (Manager III), you will oversee and update the County’s classification and compensation systems, and a team responsible for administration of the County’s program, including:
Strategic Leadership
- Leading all classification and compensation operations in alignment with County goals, policies and collective bargaining agreements.
- Applying formal project-management methodologies to large-scale studies, policy rollouts, and system implementations.
- Directing major initiatives such as development of a compensation philosophy, comprehensive classification reviews and other program improvement efforts.
Program Management
- Managing the classification and compensation program for all employees.
- Conducting job evaluation and salary studies using market data and external surveys.
- Recommending and implementing adjustments to compensation plans to ensure competitiveness and internal equity.
- Developing and finalizing job classes and resolving classification issues.
- Leading compliance work, including alignment with the County’s pay equity programs and collectively bargained agreements.
Consultation and Partnership
- Providing consultative services, tools, and guidance to County leadership on organizational design, classification, compensation and workforce planning.
- Designing and delivering training and communication materials on classification and compensation practices.
Additional Information:
The Classification and Compensation Manager will play a critical role in our organization, working collaboratively within a union and non-union environment to foster a culture of mutual trust, respect, and cooperation. This position is essential to maintaining a positive labor relations climate through proactive partnership and professional integrity.
Additional Requirements:
- Flexible Schedule: Ability to work early mornings, evenings, and weekends as necessary to meet operational demands.
- External Engagement: Availability to attend offsite meetings, events, and other work-related functions.
Professional Development: Commitment to completing all mandatory training within established timeframes. Minimum Qualifications
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Experience: Five (5) years of progressively responsible experience in classification and compensation, with at least two (2) years of supervisory experience leading professional or technical staff.
Education: Graduation from an accredited college or university with a bachelor’s degree in Human Resources Management, Business Administration, Industrial Organizational Psychology or other related fields of study.
Equivalency: An equivalent combination of experience and education may be substituted.?
Preferred Criteria, Interview Preferences
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Preferred criteria screening questions will be used pertaining to: - Seven (7) or more years of professional experience in classification, compensation or wage administration.
- Three (3) years of direct supervision and/or leadership of professional and technical staff delivering solutions related to classification, compensation or pay administration.
- Bachelors or master’s degree in business administration, Economics, Public Administration, Finance, Statistics, or related fields.
- Certification in Project Management (e.g., PMP, CAPM, or similar) or demonstrated experience successfully managing large-scale, multi-phase HR initiatives within a governmental or complex organizational environment.
- Experience applying comprehensive technical knowledge, within a local government HR environment, of all HR functions to determine if the products, services, and programs of a large HR organization are in full compliance with applicable policy, regulations, and statutes while also maximizing process efficiency and program effectiveness.
- Experience leading organizational or functional transformation, generating strategic solutions and developing data sources and metrics to assess program impact.
- Experience working within a unionized environment and interpreting and applying collective bargaining agreements related to classification and compensation.
Interview preference criteria will be used pertaining to:- Seven (7) or more years of professional experience in classification, compensation or wage administration.
- Three (3) years of direct supervision and/or leadership of professional and technical staff delivering solutions related to classification, compensation or pay administration.
- Bachelors or master’s degree in business administration, Economics, Public Administration, Finance, Statistics, or related fields.
- Certification in Project Management (e.g., PMP, CAPM, or similar) or demonstrated experience successfully managing large-scale, multi-phase HR initiatives within a governmental or complex organizational environment.
- Experience applying comprehensive technical knowledge, within a local government HR environment, of all HR functions to determine if the products, services, and programs of a large HR organization are in full compliance with applicable policy, regulations, and statutes while also maximizing process efficiency and program effectiveness.
- Working knowledge of labor and employment laws and legislation [such as: EEO, FMLA, FLSA, ADA, Pay Equity Act, Racial Equity and Social Justice Act, Ban the Box, Personnel Regulations, Collective Bargaining Agreements, etc.].
- Experience leading organizational or functional transformation, generating strategic solutions and developing data sources and metrics to assess program impact.
- Effective and innovative leadership of organizational/functional transformations, providing strategic solutions and future-focused alternatives, and establishing metrics needed to enhance/improve the administration and delivery of human resources and human capital products and services.
- Experience working within a unionized environment and interpreting and applying collective bargaining agreements related to classification and compensation.
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IMPORTANT INFORMATION
The Office of Human Resources (OHR) reviews the minimum qualifications of all applicants, irrespective of whether the candidate has previously been found to have met the minimum requirements for the job or been temporarily promoted to the same position. This evaluation is based solely on the information contained in the application/resume submitted for this specific position.
Montgomery County Government(MCG) is an equal opportunity employer, committed to workforce diversity. Accordingly, as it relates to employment opportunities, the County will provide reasonable accommodations to applicants with disabilities, in accordance with the law. Applicants requiring reasonable accommodation for any part of the application and hiring process should email OHR at Hiring@montgomerycountymd.gov. Individual determinations on requests for reasonable accommodation will be made in accordance with all applicable laws.
MCG also provides hiring preference to certain categories of veterans and veterans/persons with a disability. For more information and to claim employment preference, refer to the Careers webpage on Hiring Preference.
All applicants will respond to a series of questions related to their education, relevant experience, knowledge, skills, and abilities required to minimally perform the job. The applicant's responses in conjunction with their resume and all other information provided in the employment application process will be evaluated to determine the minimum qualifications and preferred criteria or interview preference status. Based on the results, the highest qualified applicants will be placed on an Eligible List and may be considered for an interview. Employees meeting minimum qualifications who are the same grade will be placed on the Eligible List as a "Lateral Transfer" candidate and may be considered for an interview.
This will establish an Eligible List that may be used to fill both current and future vacancies.
If selected for consideration for this position, you may be required to provide evidence that you possess the knowledge, skills, and abilities indicated on your resume.
Montgomery County Ethics Law: Except as provided by law or regulation, the County's "Public Employees" (which does not include employees of the Sheriff's office) are subject to the County's ethics law including the requirements to obtain advanced approval of any outside employment and the prohibitions on certain outside employment. The outside employment requirements of the ethics law can be found at 19A-12 of the County Code. Additional information about outside employment can be obtained from the Ethics Commission website.