MANAGER, CLASSIFICATION AND COMPENSATION (BUREAU OF HUMAN RESOURCES)

MANAGER, CLASSIFICATION AND COMPENSATION (BUREAU OF HUMAN RESOURCES) ACTIVELY RECRUITED Full-time. Shift Start Time: 8:30 A.M. Shift End Time: 4:30 P.M. Posting Salary: $133,155-$146,972 yearly Organization: Offices Under the President Work Locations: Cook County Administration 161 N. Clark St. Job Summary Oversee maintenance, development, coordination, design, and implementation of the job classification and Compensation activities in accordance with wage and salary decisions. Participate in highly confidential meetings and discussions regarding wage settlements, employee reclassifications, and the creation of job titles and their budget impacts. Manage and review the work and staff in classification and compensation to accomplish plans and results. Ensure various Human Resources policies, guidelines, and regulations are being enforced. Consult regularly with the labor negotiations team and leadership. Oversee the drafting of job descriptions in accordance with established guidelines and criteria. This position is Actively Recruited and At Will. Minimum Qualifications Graduation from an accredited college or university with a Bachelor's Degree or higher is required. Five (5) years of classification and compensation or directly related experience is required. Three (3) years of prior supervisory experience is required. Preferred Qualifications Master's degree in Human Resources, Business Administration, Public Administration or Industrial Organizational Psychology from an accredited college or university is preferred. Candidates who are contacted will be required to produce original required documents (e.g., current driver’s license, diploma, school transcript, certifications, etc.) listed on the Notice of Job Opportunity within five (5) days of being extended an offer, in writing, by the Bureau Chief of BHR (or designee). Candidates will be notified of how to submit required documents. *Degrees awarded outside of the United States with the exception of those awarded in one of the United States territories and Canada, must be credentialed by the World Education Services (WES), Educational Credential Evaluators (ECE) or a National Association of Credential Evaluation (NACES) member organization. Knowledge, Skills and Abilities Knowledge of job classifications and the grouping and classifying of jobs according to recognizable prerequisites, functions, knowledge, skills, and abilities. Ability to assume responsibility for the overall coordination of a large job classification and compensation system, covering thousands of employees in hundreds of job titles. Ability to solve analytical problems with attention to detail, ability to supervise professional Human Resources staff engaged in related duties, and ability to conduct interviews and salary surveys and elicit information from others. Skill in computing rates, ratios, and percentages in gathering and applying salary adjustments. Ability to manage professional and/or skilled support staff on a day-to-day basis. Ability to lead within the established objectives and make decisions regarding daily priorities and the application of technical/business processes for a work group or segment of a department. Ability to set overall direction and hold staff accountable for accomplishing work objectives by fostering positive relationships between employees, leadership, and stakeholders. Ability to use organizational and/or department objectives and goals to identify processes by which to meet those goals. Physical Requirements Sedentary Work involves exerting up to 10 pounds of force occasionally or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work. Group and Voluntary Benefits Offered Medical, Dental, and Vision Basic Term Life Insurance Pension Plan Deferred Compensation Program Employee Assistance Program Paid Holidays, Vacation, and Sick Time Voluntary Benefits You May Qualify for the Public Service Loan Forgiveness Program (PSLF) For further information on our excellent benefits package, please click on the following link: For eligible employees the County has a hybrid work environment which allows employees telecommuting and flexible scheduling options. Salary: $133,155-$146,972 yearly The County has a hybrid work environment which allows employees telecommuting and flexible scheduling options. *This position requires successful completion of post-offer tests, which may include a background check, drug screen and medical examination. Falsification of any information in the application process will result in disqualification, dismissal after hire, and/or placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. For current County employees, such falsification may result in discipline, up to and including termination, and placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. See Cook County Code of Ordinances, Article II, Sections 44-54 Unlawful Practices Relating to Employees and Employment - Penalty, 44-56 Political Discrimination; Cook County Employment Plan, Section V.N. Pre-Interview License and Certification Verification; Supplemental Policy No. 2014-2.13 Ineligible for Rehire List; and Cook County Personnel Rules 3.3(b) (7) (d) EEO Statement Cook County Government is an Equal Employment Opportunity (“EEO”) employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances. NOTE: As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules. Please contact View email address on click.appcast.io for inquiries about this position. *Must be legally authorized to work in the United States without sponsorship. Social Media Disclaimer The County’s hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County’s hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County - Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable. #J-18808-Ljbffr Accreditation Council for Graduate Medical Education