Human Resources Assistant Manager

Overview

The Broward County Board of County Commissioners is seeking qualified candidates for Human Resources Assistant Manager (Compensation) in the Human Resources Division. The Human Resources Assistant Manager (Compensation) role is 100% on site.

This Job Announcement will remain open until a sufficient number of applications are received.

Broward County is seeking a motivated and analytically driven Human Resources Assistant Manager (Compensation) to support and strengthen county-wide compensation programs. This role is ideal for a compensation professional who has a solid technical foundation and is ready to expand into broader leadership and strategic responsibilities with guidance and coaching. Reporting to the Compensation Manager, this position plays a key role in job evaluation, pay analysis, salary structure maintenance, and advisory support to departments across the County.

The successful candidate will bring hands-on experience in compensation analysis, job evaluation, and market pricing, with the demonstrated ability to apply compensation principles beyond transactional processing. The ideal candidate will also have the ability to grow into increased responsibility over time. This position is well-suited for someone who is comfortable working with data, understands core compensation concepts, and is eager to deepen their expertise in a complex public-sector environment.

Requires a Bachelor s degree from an accredited college or university with major coursework in business or public administration, human resources or closely related field. (One year of relevant experience may be substituted for each year of required education.) Requires four (4) years of professional experience in human resources with a primary focus on compensation or job analysis, or closely related experience including one (1) year of lead work or closely related experience.

None.

• Intermediate to advanced Excel and data analysis skills
• Experience participating in or managing salary surveys
• Prior experience supporting compensation programs in a large or complex organization
• HR or compensation-related certification (e.g., CCP, SPHR, PHR, SHRM-CP/SCP, IPMA)
• Experience working with an HRIS (e.g., People Soft or similar systems)
• Government or public-sector compensation experience

• Support the development, implementation, and administration of county-wide compensation programs and practices
• Perform intermediate to advanced analysis of compensation data, including market pricing, internal equity, and pay structure impacts
• Participate in and help manage salary surveys to ensure competitive and equitable pay practices
• Provide guidance to departments on job evaluations, classifications, reclassifications, and pay-related recommendations
• Prepare and present compensation data and findings in a clear, practical manner for managers and leadership
• Assist with compensation-related training for managers and HR staff
• Supervise and coordinate the work of assigned staff, providing feedback and support to ensure quality and timeliness
• Ensure compensation practices comply with applicable federal, state, and local regulations
• Perform related duties as assigned

Physical Demands Physical demands refer to the requirements for physical exertion and coordination of limb and body movement. Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations.

Unavoidable Hazards (Work Environment) Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken. None.

Competencies

• Business Insight

Applies knowledge of business and the marketplace to advance the organization s goals. Has a sophisticated grasp of business drivers, finds new ways to increase own contribution. Stays attuned to business and industry changes, ensures own activities remain aligned to key objectives.

• Manages Complexity

Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Consistently looks at complex issues from many angles; obtains a rich and deep understanding; swiftly cuts to the core issue; skillfully separates root causes from symptoms.

• Decision Quality

Makes good and timely decisions that keep the organization moving forward. Consistently demonstrates strong judgment; may be sought out by others for expertise and guidance. Takes smart, independent action in urgent and non-routine situations, knows when to escalate for others  involvement.

• Plans and Aligns

Plans and prioritizes work to meet commitments aligned with organizational goals. Outlines clear plans that put actions in a logical sequence; conveys some time frames. Aligns own work with relevant work groups. Takes some steps to reduce bottlenecks and speed…