Compensation and Payroll Maintenance Specialist

Classification and Compensation - Estimated 70%

• Assist with or lead compensation reviews to develop salary recommendations for new hires, promotions, and other job changes to ensure equity and compliance with County policies and collective bargaining agreements.
• Conduct job description reviews to determine proper classification alignment. As a result, may recommend or support reclassification of positions. Prepare reclassification request forms and assist Manager and/or Director with collecting necessary approvals.
• Assist with complex job classification and pay studies – non-bargaining and bargaining
• Analyze and interpret salary survey data to develop compensation structures and program recommendations to ensure market competitiveness.
• Assist in preparing job descriptions and physical demand forms
• Oversee and manage the job description database by managing the position information within the database and reviewing submitted job description changes for accuracy and proper classification specification alignment.
• Respond to other agency requests for compensation and classification information.
• Conduct job audits and prepare a summary for review by the C&C Manager.
• Special classification and compensation projects and assignments.

Onboarding/Oversight - Estimated 20%

Serves as the trainer and subject matter expert for internal job offers, job changes, and onboarding submitted through the competitive recruitment process.  Monitoring/oversight of the following:

• Daily - Review and update Smartsheet Trackers (when applicable) used for onboarding, contingencies, summer camp, pulled offers, etc.
• Daily oversight for Payroll Maintenance files.
• Monthly - Create/Share the Active Temporary/Seasonal report to the Data Management Manager for action (i.e., terminations).
• Monthly - Track employment authorization expirations, obtain updated work authorization documentation from employees, reconcile records with E-Verify (if necessary), and ensure compliance with employment eligibility requirements.
• Quarterly - Run the ‘Expiration Dates for Worker IDs’ to reconcile those upcoming to those tracked on personal calendar.
• Monitor and coordinate CDL hiring contingencies by reconciling tracking reports, communicating with Human Resources Business Partners, and ensuring required CDL physicals are completed.

Payroll - Estimated 10%

• Creating and supplying files/backup (IDs, personnel authorizations, etc.) to Payroll for all hires and job changes that run through the Workday Recruitment Module. This includes report monitoring and oversight of other HR staff performing onboarding duties, making sure the correct codes, dates, etc. are entered in Workday.
• May assist in the distribution of paychecks