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About the Position


Human Resources Coordinator

ID: 2506
Classification: Human Resources Coordinator
Working Title: Sr. Classification and Compensation Analyst
Specialized Field: Classification & Compensation
Classified or Exempt: Exempt
Department Vacancy: Human Resources
Work Site: 400 S. Fort Harrison Ave
Clearwater, FL 33756
Work Schedule: Monday-Friday; 8:00am-5:00pm
Post Date: 10/5/18
Close Date: 10/26/18
# of Openings: 1
Pay Grade: P1
Pay Range: $61,942.00 - $93,850.00

Description

As the supply and demand of skills are changing, so too must an organization’s classification and compensation practices be able to respond.  After a recent Board approval of recommendations brought forth by a classification and compensation study, we are finalizing our implementation and transitioning to our newly implemented point factor compensation methodology.

The primary role of this position is providing professional Human Resources (HR) service and coordinating classification and compensation related projects and programs.  The incumbent relieves managers of professional level assignments, special projects, and important classification and compensation related decisions.  This position requires in-depth knowledge of HR programs, personnel rules, policies, and administrative procedures.  Work includes serving as a technical expert and coordinating with other staff in the development, implementation, and administration of HR programs or projects.  This position is responsible for consulting with appointing authorities and department managers on personnel administration, as well as assisting with the research or development of rules, policies and procedures consistent with  Pinellas County’s Unified Personnel System (UPS).  Work includes complex job analysis, compensation analysis, and authoring reports and rendering decisions and recommendations related to these efforts.  Work is performed with considerable independent judgment and initiative.

Position Specific Qualifications

  • 8 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis; or
  • Associate's degree in personnel management, public or business administration, finance or directly related field and 6 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis; or
  • Bachelor's degree and 4 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis; or
  • Master’s degree and 2 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis; or
  • An equivalent combination of education, training, and/or experience.

Additional Requirements

  • Assignment to work a variety of work schedules including compulsory work periods in special, emergency, and/or disaster situations.

Highly Desirable

  • CCP Certification.
  • Public Sector Human Resources experience with classification and compensation.

Illustrative Tasks (These are examples and are not all inclusive.)

  • Provides guidance, direction, and assigns work to clerical staff engaged in the day-to-day operations of the classification and compensation function.
  • Collaborates with stakeholders in order to create new, or modify existing classification specifications.
  • Collects, analyses, and synthesizes job content information in conducting position audits to evaluate jobs.  Uses independent judgment to determine the resulting job classification.
  • Collects, analyses, and synthesizes benchmark salary data in conducting market pricing of occupations.  Uses independent judgment to determine the resulting pay grade allocation.
  • Provides guidance and advises directors and employees at all levels of the organization on complex administrative and technical classification and compensation issues, rules, laws, and regulations.
  • Monitors legislative and industry trends and recommends policies and procedures modifications and improvements which meet professional standards and contribute to the improved effectiveness of the Unified Personnel System (UPS).
  • Provides technical expertise related to workforce planning, and coordinating the implementation of strategic organizational development tools, such as; career ladders, trainee roles, and organizational structure changes.
  • Completes benchmark salary surveys using independent judgment in order to identify appropriate internal job matches.
  • Compiles information and prepares reports and documents pertaining to position audits for approval of the Human Resources Director under delegated authority of the Personnel Board.
  • Prepares, coordinates, and delivers services to support workshops, training, education, and special workforce planning related matters.

Knowledge, Skills, and Abilities

  • Experience with the following technology - Microsoft Office Suite and database applications such as Oracle (Opus) with strong Excel skills.
  • Experience with market pricing software such as Salary Assessor, Economic Research Institute.
  • Knowledge of HR rules, policies, procedures and terminology
  • Knowledge of UPS; appointing authorities and departmental business practices, and occupational job families
  • Knowledge of job analysis and position classification methods and practices
  • Knowledge of market pricing and compensation analysis methods and practices
  • Ability to communicate effectively both verbally and in writing as appropriate for audiences all levels of the organization
  • Ability to manage and prioritize among multiple competing assignments
  • Knowledge of principles and practices for providing exceptional customer service
  • Ability to analyze and synthesize complex information and form recommendations
  • Ability to listen to and understand information and ideas presented through spoken words and written formats.
  • Critical thinking skills to use logic and reasoning to identify solutions, conclusions or approaches for resolving problems
  • Practical experience and knowledge of Microsoft Office, Oracle, Internet Explorer, and other related software applications, Internet Explorer, and other related software applications

Below is a preview of the supplemental questions you will have to answer during the application process.

Supplemental Preview: What is your minimum starting salary requirement?

Of the following, which statement matches your education and work experience?

1 = I possess at least 8 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis.

2 = I possess at least an Associate's degree in personnel management, public or business administration, finance or directly related field and at least 6 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis.

3 = I possess a Bachelor's degree and at least 4 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis.

4 = I possess Master’s or higher level degree and 2 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis.

5 = I do not possess 8 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis.

This position is required to work a variety of work schedules including compulsory work periods in special, emergency, and/or disaster situations. Are you willing and able to fulfill this requirement?
No
Yes

Do you possess at least 1 year of team leadership or supervision training?
No
Yes

How many months or years of professional work experience do you possess performing job analysis work?
No experience
1-11 months
1-2 years
2-3 years
3-4 years
4-5 years
5-6 years
6-7 years
7-8 years
8-9 years
9-over 10 years

Please describe which job analysis methodologies you have used.

How many months or years of professional work experience do you possess performing compensation analysis?
No experience
1-11 months
1-2 years
2-3 years
3-4 years
4-5 years
5-6 years
6-7 years
7-8 years
8-9 years
9-over 10 years

Which of the following classification and compensation activities do you have direct experience performing? (To select multiple items, click the first item, hold down the CTRL key, and click each of the other items you want.)
Market pricing
Providing recommendations for starting salaries
Analysis for equity adjustments
Conducting benchmark salary surveys

Do you have experience conducting job analysis with a public sector employer?
No
Yes

Please rate your knowledge of Excel.
Beginner
Intermediate
Advanced
Expert

EOE/AA/ADA/DFW/VP

 

Certain servicemembers and veterans, and the spouses and family members of the servicemembers and veterans, receive preference and priority in employment by the state and are encouraged to apply for the positions being filled.

Ciertos miembros del servicio y veteranos, sus esposas/os, y sus familiares reciben preferencia y prioridad en el empleo  con  el gobierno y se les recomienda que apliquen para los puestos.

Please allow 45 minutes to an hour to complete your online application and answer any Supplemental Questions that may be required for any position.

All REQUIRED fields must be completed.


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