HR Business Partner Senior and Classification

The Senior HR Business Partner – Compensation & Classification serves as a key member of the compensation and classification team, providing comprehensive analysis, consultation, and support related to compensation programs, job classification, pay structures, and organizational effectiveness. The position conducts market benchmarking and compensation analysis for individual positions and job series and translates data into meaningful, data-driven recommendations that support equitable, competitive, and sustainable pay decisions while addressing the unique operational needs of departments and the organization.

The position requires a high degree of analytical judgment, attention to detail, discretion, and the ability to interpret complex compensation and organizational data. Success in this role requires balancing external market competitiveness with internal equity, organizational strategy, fiscal considerations, and the operational needs of diverse departments. The position serves as a trusted resource for compensation and classification matters and contributes to the ongoing development and effectiveness of the organization's total compensation framework.

This position has a flexible, hybrid schedule to be negotiated with supervisor based on developing needs.

Hiring Range: $81,000 - $85,000 USD Annual Compensation will be determined based on education, experience and skills.

Jefferson County offers a generous benefits package that supports your personal and professional life. Benefits include medical, dental, and vision insurance; paid time off and holidays, including a starting bank of 40 hours of PTO for new hires; retirement matching; wellness programs; tuition reimbursement; flexible schedules; remote work options; and more. For more information,  for our Total Rewards summary.

The Compensation and Classification Human Resources Business Partner Senior will conduct complex research and analysis to develop classification and compensation solutions and recommendations that support the Jefferson County’s compensation philosophy. This role may also perform lead work over other staff for the delivery of various classification and compensation projects such as assigning projects, reviewing work, and providing guidance and input on best practices.

• Compensation and Market Analysis: Conduct comprehensive market research, benchmarking, market pricing, and compensation analysis for individual positions, job families, and job series. Evaluate external market data and internal compensation practices to assess competitiveness and support informed pay decisions.
• Job Analysis and Classification: Perform detailed job analyses and position audits to evaluate job duties, responsibilities, scope, complexity, qualifications, and organizational relationships. Develop, review, edit, and refine classification specifications and position descriptions to ensure they accurately reflect the work performed and organizational requirements.
• Internal Equity: Analyze internal relationships among positions and job series to identify and address potential pay and classification inequities. Evaluate factors such as responsibilities, scope, qualifications, reporting relationships, organizational impact, and career progression to support consistent and equitable classification and compensation decisions.
• Pay Plan and Salary Structure Administration: Support the development, administration, maintenance, and ongoing evaluation of the organization's pay plan and salary structures. Conduct analyses related to salary ranges, grade assignments, occupational groups, progression, compression, market competitiveness, and other factors affecting the effectiveness of the compensation program.
• Grade…