Human Resources Manager (Classification and Compensation)

Starting Salary: $95,742–$103,084 annually

 

Hillsborough County is seeking an experienced and strategic Human Resources Manager to lead its Classification and Compensation function.

You will serve as a trusted advisor to County leadership while directing programs that promote internal equity, market competitiveness, regulatory compliance, fiscal responsibility, and organizational effectiveness.

The Human Resources Manager will lead a team of classification and compensation professionals and serve as the County’s subject matter expert in:

• Classification and job evaluation
• Compensation and salary administration
• Fair Labor Standards Act compliance
• Market pricing and internal equity
• Organizational design and position management
• Compensation policy and workforce planning

What You Will Do Lead the Classification and Compensation Team

You will plan, direct, and evaluate the work of the Classification and Compensation Section while establishing priorities and ensuring timely, accurate, and responsive service.

You will also:

• Coach, mentor, train, and develop professional staff.
• Establish clear expectations and promote accountability.
• Manage workloads and assign complex classification and compensation projects.
• Identify opportunities to improve processes through technology, innovation, and operational efficiencies.
• Build a collaborative, customer-focused, and high-performing team.

Direct the County’s Classification Program

You will oversee the development and maintenance of the County’s classification system and ensure positions are appropriately structured and allocated.

Responsibilities include:

• Directing classification studies involving new positions, reclassifications, reorganizations, and organizational restructuring.
• Ensuring job descriptions accurately reflect assigned duties, responsibilities, minimum qualifications, and organizational needs.
• Reviewing complex job analyses and classification recommendations.
• Advising leadership on organizational structure, reporting relationships, position allocation, span of control, and job design.
• Supporting effective position management throughout the organization.

Lead Compensation Strategy and Administration

You will direct the administration of the County’s compensation programs and provide recommendations that balance market competitiveness, internal equity, fiscal responsibility, and organizational needs.

You will:

• Oversee market pricing, salary surveys, compensation studies, and internal equity analyses.
• Maintain compensation structures and pay plans.
• Analyze labor market and workforce data.
• Review recommendations involving starting salaries, promotional increases, reclassifications, equity adjustments, and pay exceptions.
• Present data-supported compensation findings and recommendations to leadership.

Serve as a Strategic Advisor

You will partner with executives, department directors, managers, and human resources professionals to address complex organizational and compensation matters.

You will provide consultation regarding:

• Organizational design and restructuring
• Workforce planning
• Compensation strategy
• Job descriptions and position management
• Labor market competitiveness
• Organizational effectiveness
• Classification and compensation policies and practices

You will translate complex information into practical options and clearly communicate recommendations to executive and departmental leadership.

Promote Compliance and Consistency

You will oversee Fair Labor Standards Act exemption analyses and help ensure classification and compensation practices comply with applicable laws, policies, and agreements.

This includes interpreting and applying:

• Fair Labor Standards Act requirements
• Equal Pay Act requirements
• Federal, state, and local employment laws
• County policies and procedures
• Collective bargaining agreements
• Public-sector human resources best practices

You will also recommend updates to classification and compensation policies, procedures, guidelines, and administrative practices.

The Ideal Candidate

The ideal candidate is an experienced classification and compensation leader who combines strong technical expertise with sound judgment, strategic thinking, and a consultative approach.

The successful candidate will demonstrate:

• Extensive knowledge of classification, job evaluation, market pricing, and compensation administration.
• Experience leading complex classification and compensation studies.
• Strong knowledge of the Fair Labor Standards Act and related employment laws.
• Experience advising executives and senior leaders on sensitive organizational and compensation matters.
• The ability to analyze large and complex data sets and develop defensible recommendations.
• Strong leadership, coaching, and staff-development capabilities.
• Experience managing competing priorities and multiple high-profile projects.
• Excellent written, verbal, consultation, and presentation skills.
• The ability to build trust and collaborative relationships throughout a complex organization.
• A commitment to internal equity, customer service, integrity, and continuous improvement.

Public-sector classification and compensation experience is highly desirable.

Minimum Required Qualifications

Graduation from an accredited four-year degree-granting college or university with a bachelor’s degree in:

• Human Resources Management
• Business Administration or Management
• Public Administration
• Organizational Development
• Education
• A directly related field

And

Five years of professional human resources classification and compensation experience, including two years of leadership or supervisory experience.

Or

An equivalent combination of education, training, and experience that would reasonably be expected to provide the job-related competencies required for the position. This equivalency applies only to education and experience requirements and does not replace any legally required licenses or certifications.

Key Leadership Capabilities Strategic Thinking

Anticipates workforce and labor-market trends and develops strategies that align classification and compensation programs with the County’s long-term organizational objectives.

Analytical Judgment

Evaluates complex workforce, organizational, and compensation data to identify trends, assess alternatives, and develop evidence-based recommendations.

Leadership and Team Development

Creates a collaborative and high-performing work environment through clear direction, coaching, accountability, professional development, and recognition.

Executive Communication

Communicates complex and technical information clearly and persuasively to executives, managers, employees, human resources professionals, and external stakeholders.

Decision-Making

Makes timely and objective decisions that balance legal requirements, fiscal responsibility, organizational needs, internal equity, and long-term impact.

Managing Complexity

Successfully manages multiple initiatives involving changing priorities, competing interests, regulatory requirements, budget considerations, and organizational sensitivities.

Why This Role Matters

The County’s classification and compensation programs affect every department and position across the organization. Your leadership will help ensure the County can:

• Attract and retain qualified employees.
• Maintain equitable and competitive compensation practices.
• Design effective organizational structures.
• Support responsible stewardship of public resources.
• Make consistent and defensible workforce decisions.
• Adapt to changing labor markets and organizational priorities.

This position offers the opportunity to lead a highly visible human resources function and make a measurable impact on the County’s workforce and the community it serves.

Work Environment

Work is primarily performed in a standard, climate-controlled office environment. The position is classified as sedentary and involves sitting for most of the workday, with occasional standing, walking, bending, stooping, presentations, meetings, and special events.

Occasional local travel may be required, generally excluding overnight stays. Evening or weekend attendance may occasionally be required for meetings, presentations, or events.

Emergency Management Responsibilities

In the event of an emergency or disaster, the employee may be required to respond promptly and perform duties assigned by the employee’s department, the County’s Office of Emergency Management, or County Administration. Assignments may occur before, during, or after an emergency or disaster.

Apply to Lead a Critical Countywide Human Resources Function

Bring your classification and compensation expertise, leadership experience, and strategic perspective to Hillsborough County. Help build equitable, competitive, and sustainable workforce programs that support employees, departments, and the community we serve.

Official Classification Notice: This external advertisement summarizes the position for recruitment purposes. The complete Human Resources Manager classification specification remains the official record and governs the position’s assigned duties, competencies, physical requirements, working conditions, and minimum qualifications.