Job Abstract

Anne Arundel County Government is seeking an experienced human resources professional to fill a Classification and Compensation Analyst (Personnel Analyst III.) This is a full-time, permanent, safety-sensitive position located in Annapolis, Maryland. This position is eligible for semi-remote work after an appropriate in-person training period.

Effective July 4, 2024, the pay scale for this position will be $77,836 - $146,918.

This is responsible professional personnel management work.

NATURE AND VARIETY OF WORK

Under the supervision of the Senior Classification and Compensation Analyst, this work requires applying analytical thinking, independent judgment and considerable knowledge of whole-job methodology to include factor evaluation system techniques to perform classification and compensation studies. This position administers and maintains the County’s class specifications including ensuring proper position designations, review of FLSA status; conducting job analysis to identify the essential duties and the required knowledge, skills, and abilities necessary for successful job performance; reviewing, revising, and interpreting class specifications. This work involves reviewing current job classes in the County’s classification structure to determine market changes in compensation practices and work methodologies, updating current classification specifications, performing individual desk audits and/or position reclassification studies, and responding to classification/compensation surveys generated by other private and public employers.

The work must be of such a nature which requires advanced level skills and the scope and impact of work performed extends throughout the County government. Personal contacts include those with department/agency heads, managers, and employees to inform, advise, counsel, or provide assistance in handling a variety of personnel issues. Contacts are regularly made with outside agencies, organizations, and institutions to request and share information related to personnel programs and issues.

(Note: The duties and responsibilities enumerated in this class specification are for the purpose of determining a common set of minimum qualifications and salary level for all positions in this class. They are not intended to include all of the essential functions of all positions in the class.)

Participates in the work of a team of professional, technical, and office support staff that are assigned to one or more personnel programs in such areas as, employment, classification and compensation, and employee services.

Interprets County Charter, Code, administrative procedures, personnel policies and regulations, and contracts from departmental officials, employees, and the public.

Participates in developing and implementing new and revised personnel policies and procedures; plans and oversees program in current maintenance of classification and pay plans; help to develop employer position in bargaining; compiles statistics; conducts surveys; and costs proposed changes in pay and benefits.

Conducts and oversees classification and compensation studies of occupational classes and individual positions.

Responds to requests for compensation data and information from other public sector and private organizations.

Coordinates implementation of changes to the compensation plan.

Attends Personnel Board meetings; County Council sessions, and high level executive meetings.

Performs related work as required.

KNOWLEDGE, SKILLS, AND ABILITIES

Thorough knowledge of the principles and practices of modern personnel management, with special reference to Classification and Compensation.

Thorough knowledge of the rules and regulations of the merit system.

Ability to plan, organize and supervise various complex personnel programs and functions.

Ability to establish and maintain effective work relations with county officials, departmental representatives, other employees, and the public.

Ability to handle confidential information.

Ability to communicate effectively, orally and in writing.

Graduation from an accredited four-year college or university with major work in public or business administration, the social sciences, or a related field, supplemented by graduate study related to public personnel administration; and two (2) or more years of professional experience in the field of personnel administration.

NOTE - Graduate study may be substituted with demonstrated subject matter expertise in classification and compensation.

Note: Accredited University or College, is the recognition from an accrediting agency that an institution maintains a certain level of educational standards. The U.S. Department of Education maintains a database of accrediting agencies it recognizes for schools within the United States.

For a University or College outside the United States, the applicant must provide documentation of accreditation and educational equivalency which can be accomplished through a credential evaluation service. Applicants with a foreign degree must provide this documentation upon the close of the announcement.

NOTES:

This is a confidential position.

The selection process includes a comprehensive background investigation.

This is a safety sensitive position and employees in this position are subject to Controlled Dangerous Substance (CDS) and Alcohol testing.

This position may require some evening and weekend hours.

Preference will be given to candidates who possess the following:

Demonstrated subject matter expertise in classification and compensation in the public sector

Ability to read, interpret and apply Federal, State, and County laws, County Code, Personnel Bills, Personnel Bulletins, and operating policies and collective bargaining agreements

Experience maintaining class specifications including ensuring proper position designations, review of FLSA status; conducting job analysis to identify the essential duties and the required knowledge, skills, and abilities, and reviewing, revising, and interpreting class specifications

Experience reviewing job classes in a classification structure to determine market changes in compensation practices and work methodologies, updating classification specifications

Experience performing individual desk audits and/or position reclassification studies

Experience in report development of class study findings and demonstrated ability to express ideas clearly and effectively to analyze facts

Experience responding to classification/compensation surveys generated by other private and public employers