Description

Buncombe County Government is seeking an experienced Human Resources professional to join our team as a Classification & Compensation Analyst. This position serves as a subject matter expert in classification and compensation administration, including job evaluation, compensation strategy, internal and external equity, labor market analysis, and regulatory compliance.

This is an exciting opportunity to make a lasting impact. As Buncombe County launches a comprehensive Classification & Compensation Study this summer, the selected candidate will play a key role in helping shape the County's compensation philosophy, classification structure, and pay practices for years to come. If you enjoy data-driven analysis, organizational consulting, and strategic HR work, this position offers the chance to influence decisions that directly affect our workforce and organizational success.

Our Human Resources Department includes 24 professionals across Organizational Development, Recruiting & Staffing, HRIS, Employee Relations, the Family Health Clinic, and Compensation, Classification & Benefits. Together, we support strategic workforce initiatives including compensation, talent development, succession planning, employee engagement, and performance management. At Buncombe County, we are committed to creating a workplace where employees can thrive. Guided by our core values of Respect, Integrity, Collaboration, Honesty, and Equity, our HR team partners with leaders and employees to build a high-performing and engaged workforce.

This position is based at 200 College Street in downtown Asheville, North Carolina, with County-paid parking provided. The selected candidate must reside, or be willing to relocate, within a two-hour driving distance of Asheville. The position has an initial in-office training period. Following successful completion of training, a hybrid work schedule may be available based on operational needs and departmental approval. Join us and help shape the future of work at Buncombe County!

Purpose of the position: 
The purpose of this position is to manage the development, administration, and continuous improvement of the County's classification and compensation programs to ensure alignment with organizational needs, labor market conditions, and applicable laws and policies. This position provides data-driven recommendations and consultative support to departments, promotes internal and external equity, and contributes to strategic workforce planning and organizational effectiveness initiatives.  

Minimum Education, Training and/or Experience (required at time of hire): 
Bachelor's degree in human resource management, finance, or a related field and two (2) years of experience in Human Resources performing classification and compensation data analysis.  Any equivalent combination of education or experience which provides the required knowledge, skills and abilities will be considered in meeting the minimum qualifications. 
 
Additional Training and Experience: 
SHRM-CP or CCP professional designations preferred. 

Essential Functions of the position: 

• Leads development, implementation, administration, and maintenance of the County's classification and compensation programs, including job evaluation, classification, compensation analysis, pay equity, market benchmarking, and workforce analytics.
• Conducts classification reviews, job audits, compensation studies, organizational analyses, and market surveys; evaluates position duties and organizational structures; and develops recommendations regarding classifications, salary grades, reclassifications, reorganizations, and compensation actions.
• Develops, reviews, revises, and maintains job descriptions and classification specifications to ensure they accurately reflect assigned duties, organizational needs, and compensation plan requirements.
• Conducts compensation modeling, salary analyses, cost projections, pay equity reviews, compression analyses, and labor market assessments to support competitive and equitable compensation practices.
• Evaluates requests for new positions, reclassifications, organizational changes, compensation adjustments, and other position management actions; prepares findings, recommendations, and supporting documentation.
• Serves as a resource to departments, managers, and employees by providing guidance and support throughout classification and compensation review processes, including facilitating discussions, addressing concerns, and ensuring consistent application of policies and procedures.
• Serves as project manager for compensation surveys, classification and compensation studies, and special projects by collecting, analyzing, and interpreting workforce and compensation data and preparing reports and recommendations.
• Develop reports, dashboards, presentations, executive summaries, and other analytical tools to support strategic workforce planning, compensation administration, and organizational decision-making.
• Ensures compliance with applicable federal, state, and local laws, regulations, policies, and administrative guidelines related to classification and compensation administration.
• Performs other related duties as assigned. 

Knowledge, Skills, Abilities:

• Thorough knowledge of classification and compensation principles, practices, methodologies, and administration, including job evaluation, classification systems, compensation analysis, market pricing, pay equity, workforce analytics, and organizational design.
• Working knowledge of applicable federal, state, and local employment laws, regulations, and compliance requirements related to compensation and classification administration, including FLSA, ADA, ADEA, Equal Pay Act, Title VII, Lilly Ledbetter Fair Pay Act, and other relevant employment laws.
• Strong analytical and problem-solving skills with the ability to collect, interpret, analyze, and present complex workforce, compensation, and organizational data; develop recommendations; and support strategic decision-making.
• Advanced proficiency with Microsoft Office applications, particularly Excel, HR information systems (e.g., Workday), and data reporting tools; ability to learn and adapt to emerging technologies and process improvements.
• Ability to manage multiple priorities, projects, and deadlines simultaneously while maintaining a high degree of accuracy, attention to detail, and sound judgment.
• Ability to interpret and apply policies, procedures, and regulations consistently and effectively while exercising discretion and maintaining confidentiality. 
  Strong interpersonal, consultation, and relationship-building skills with the ability to collaborate effectively with employees, managers, executives, and other stakeholders at all organizational levels.
• Excellent verbal and written communication skills, including the ability to prepare reports, presentations, executive summaries, and recommendations and to communicate complex information clearly, professionally, and tactfully.
• Ability to work independently, exercise initiative, manage projects, and recommend innovative solutions that improve processes, efficiency, and organizational effectiveness. 

Buncombe County Government realizes the importance of a diverse professional workforce and the need to foster a responsive and innovative organizational culture, one that fully engages all of our employees, honoring and building on each employee's unique experiences, opinions, and perspective.

It is the policy of Buncombe County to provide equal employment opportunities (EEO) to all persons regardless of race, natural hair or hairstyles, ethnicity, creed, color, sex, sexual orientation, gender identity or expression, national origin or ancestry, marital or familial status, pregnancy, veteran status, religious belief or non-belief, age, or disability or any other legally protected class under federal or NC State law. EEO practices and employment decisions regarding recruitment, hiring, assignment, promotion and compensation shall not be based on any of these protected classes. In addition, the County expressly prohibits any form of workplace harassment or discrimination.

Requirements

Bachelor's degree in human resource management, finance, or a related field and two (2) years of experience in Human Resources performing classification and compensation data analysis.  Any equivalent combination of education or experience which provides the required knowledge, skills and abilities will be considered in meeting the minimum qualifications.