Broward County, FL
Human Resources Assistant Manager (Compensation)
Broward County, FL, Fort Lauderdale, Florida, us, 33336
Salary:
$87,341.79 - $139,397.61 Annually Location :
Fort Lauderdale, FL Job Type:
Full-Time Job Number:
1413749 Department:
FASD HR Compensation Opening Date:
07/28/2025 Closing Date:
Continuous Veterans' Preference Notice:
Under Section 295.07, Florida Statutes, certain servicemembers and veterans, and the spouses and family members of such servicemembers and veterans, receive preference and priority, and certain servicemembers may be eligible to receive waivers for postsecondary educational requirements, in employment with Broward County and are encouraged to apply for the positions being filled. International Degree Verification:
International degrees must be evaluated by an approved member of the National Association of Credential Evaluation Services (NACES) www.naces.org/members or the Association of International Credential Evaluators (AICE) https://aice-eval.org/endorsed-members. Candidates are responsible for all evaluation expenses. Completed evaluations do not guarantee employment and are subject to approval by Broward County Human Resources.
REQUIREMENTS AND PREFERENCES The Broward County Board of County Commissioners is seeking qualified candidates for Human Resources Assistant Manager (Compensation) in the Human Resources Division.
Benefits of Broward County Employment
High Deductible Health Plan - bi-weekly premiums:
Single $10.90 / Family $80.79
Includes a County Funded Health Savings Account of up to $2400 Annually
Consumer Driven Health Plan - bi-weekly premiums:
Single $82.58 / Family $286.79
Florida Retirement System (FRS) - Pension or Investment Plan
457 Deferred Compensation employee match
Eleven (11) paid holidays each year
Vacation (Paid Time Off) = 2 weeks per year This Job Announcement will remain open until a sufficient number of applications are received. Join our dynamic team as a Human Resources Assistant Manager in Compensation and play a key role in driving fair, competitive, and strategic pay practices county-wide. The ideal candidate for the Human Resources Assistant Manager (Compensation) will have the following skills/abilities:
Strong analytical skills and ability to interpret and communicate data. Computer proficiency and technical aptitude with the ability to use Microsoft products, including advanced Excel experience. Strong leadership and team management skills. Excellent time management skills and ability to plan and set priorities. Excellent verbal and written communication skills. Strong interpersonal skills in dealing with senior management and coworkers Knowledge of all federal, state and local regulations and compliance requirements related to employee compensation. General Description Supervises day to day oversight and activities of the Human Resources Division and functions. Works independently, under limited supervision, reporting major activities through periodic meetings. Minimum Education and Experience Requirements
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 human resources administrative work in compensation, total rewards or closely related experience including one (1) year of lead work or closely related experience. Special Certifications and Licenses
None.
Preferences
Advanced Excel Skills and Data Analysis Active Certified Compensation Professional (CCP) Active HR Certification (HRCI-SPHR or PHR, IPMA, SHRM-SCP or SHRM-CP) 2 years of experience using PeopleSoft or relevant HRIS Prior experience managing government compensation plans SCOPE OF WORK The functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the job as necessary.
Assist in managing the development, implementation, and administration of County wide compensation programs.
Provides advice to agency staff on pay decisions, policy interpretations, job evaluations and reclassifications.
Assists the Compensation Manager in advising managers and designing solutions to specific compensation-related programs and plans.
Compiles, prepares and performs high level analysis of data related to compensation and pay.
Oversees the participation in salary surveys and monitors salary survey data to ensure compensation objectives are achieved.
Conducts Compensation training to all levels of staff.
Supervise section staff; assigns, coordinates and reviews work and monitors performance to deliver timely and efficient services to customers; drafts and co-administers performance evaluations.
Ensures compliance with federal, state, and local compensation laws and regulations. Performs related duties as assigned. WORK ENVIRONMENT
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.
SPECIAL INFORMATION
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 workgroups. Takes some steps to reduce bottlenecks and speed up the work.
Ensures Accountability Holds self and others accountable to meet commitments. Measures and tracks team's and own performance, and helps the team learn from success, failure, and feedback. Adheres to, and enforces, goals, policies, and procedures.
Manages Conflict Handles conflict situations effectively, with a minimum of noise. Seeks out a variety of opinions and options; maintains an open mind; takes steps to ensure conflict remains constructive; avoids polarized or unilateral decisions; seeks agreement on critical issues.
Communicates Effectively Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. Listens attentively and takes an interest. Keeps others well informed; conveys information clearly, concisely, and professionally when speaking or writing.
Drives Engagement Creates a climate where people are motivated to do their best to help the organization achieve its objectives. Shares insight into the purpose of the work, involves others appropriately and gives them credit for their contributions. Praises the successes of others.
County Core Values All Broward County employees strive to demonstrate the County's four core behavioral competencies.
Collaborates : Building partnerships and working collaboratively with others to meet shared objectives. Customer focus : Building strong customer relationships and delivering customer-centric solutions. Instills trust : Gaining the confidence and trust of others through honesty, integrity, and authenticity. Values differences : Recognizing the value that different perspectives and cultures bring to an organization.
Americans with Disabilities Act (ADA) Compliance
Broward County is an Equal Opportunity Employer committed to inclusion. Broward County is committed to providing equal opportunity and reasonable accommodations to qualified persons with disabilities. We support the hiring of people with disabilities; therefore, if you require assistance due to a disability, please contact the Professional Standards Section in advance at 954-357-6500 or email Profstandards@broward.org to make an accommodation request. Emergency Management Responsibilities
Note: During emergency conditions, all County employees are automatically considered emergency service workers. County employees are subject to being called to work in the event of a disaster, such as a hurricane, or other emergency situation and are expected to perform emergency service duties, as assigned. County-wide Employee Responsibilities
All Broward County employees must serve the public and fellow employees with honesty and integrity in full accord with the letter and spirit of Broward County's Employee Code of Ethics, gift, and conflict of interest policies. All Broward County employees must establish and maintain effective working relationships with the general public, co-workers, elected and appointed officials and members of diverse cultural and linguistic backgrounds, regardless of race, color, religion, sex, national origin, age, disability, marital status, political affiliation, familial status, sexual orientation, pregnancy, or gender identity and expression. Broward is a dynamic county that offers an exciting, stable career with incredible employee benefits such as 11 annual holidays, accrued annual/vacation and sick leave, FRS retirement, $50,000 of free life insurance, training and development, and participation eligibility in a deferred compensation (457) plan with a match up to $2,600. In addition, Broward County offers 2 health plans, a High Deductible Health Plan (HDHP) with a County-funded Health Savings Account (HSA), and a Consumer Driven Health plan (CDH), Dental insurance, Vision insurance and Section 125 Flexible spending accounts for Medical Expenses and Dependent Care. Part-time 20+ benefit eligible employees receive the benefits described above at a reduced amount. 01
Please select your highest level of degree in Business Administration, Public Administration, Human Resources Management or closely related field.
No Degree Associate Degree Bachelor's Degree Master's Degree Doctoral Degree
02
How many years of experience do you have in human resources administrative work in compensation, total rewards or closely related experience?
Less than 4 years 4-5 years 6-7 years 8 or more years
03
Do you have one (1) year of lead work or closely related experience?
Yes No
04
How many years of experience do you have in human resources administration, specifically performing compensation functions? 05
How many years of relevant lead work or supervisory experience do you have? 06
Do you have any advanced certifications in Human Resources (i.e., CCP, SPHR, PHR, SHRM-CP, or IPMACP)? If so, please list any advanced Human Resources related certifications that you have. 07
Please describe any salary surveys in which you have participated. Provide the scope of the survey(s) and your role. 08
Describe your experience implementing annual compensation plans and providing recommendations to senior management. 09
Please describe your experience performing job evaluations and grading. 10
What is your proficiency level with Microsoft Excel?
Beginner Intermediate Advanced Expert
11
If you have experience with Microsoft Excel, please describe the types of documents/reports you prepared and the Excel features that you utilized. Required Question
$87,341.79 - $139,397.61 Annually Location :
Fort Lauderdale, FL Job Type:
Full-Time Job Number:
1413749 Department:
FASD HR Compensation Opening Date:
07/28/2025 Closing Date:
Continuous Veterans' Preference Notice:
Under Section 295.07, Florida Statutes, certain servicemembers and veterans, and the spouses and family members of such servicemembers and veterans, receive preference and priority, and certain servicemembers may be eligible to receive waivers for postsecondary educational requirements, in employment with Broward County and are encouraged to apply for the positions being filled. International Degree Verification:
International degrees must be evaluated by an approved member of the National Association of Credential Evaluation Services (NACES) www.naces.org/members or the Association of International Credential Evaluators (AICE) https://aice-eval.org/endorsed-members. Candidates are responsible for all evaluation expenses. Completed evaluations do not guarantee employment and are subject to approval by Broward County Human Resources.
REQUIREMENTS AND PREFERENCES The Broward County Board of County Commissioners is seeking qualified candidates for Human Resources Assistant Manager (Compensation) in the Human Resources Division.
Benefits of Broward County Employment
High Deductible Health Plan - bi-weekly premiums:
Single $10.90 / Family $80.79
Includes a County Funded Health Savings Account of up to $2400 Annually
Consumer Driven Health Plan - bi-weekly premiums:
Single $82.58 / Family $286.79
Florida Retirement System (FRS) - Pension or Investment Plan
457 Deferred Compensation employee match
Eleven (11) paid holidays each year
Vacation (Paid Time Off) = 2 weeks per year This Job Announcement will remain open until a sufficient number of applications are received. Join our dynamic team as a Human Resources Assistant Manager in Compensation and play a key role in driving fair, competitive, and strategic pay practices county-wide. The ideal candidate for the Human Resources Assistant Manager (Compensation) will have the following skills/abilities:
Strong analytical skills and ability to interpret and communicate data. Computer proficiency and technical aptitude with the ability to use Microsoft products, including advanced Excel experience. Strong leadership and team management skills. Excellent time management skills and ability to plan and set priorities. Excellent verbal and written communication skills. Strong interpersonal skills in dealing with senior management and coworkers Knowledge of all federal, state and local regulations and compliance requirements related to employee compensation. General Description Supervises day to day oversight and activities of the Human Resources Division and functions. Works independently, under limited supervision, reporting major activities through periodic meetings. Minimum Education and Experience Requirements
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 human resources administrative work in compensation, total rewards or closely related experience including one (1) year of lead work or closely related experience. Special Certifications and Licenses
None.
Preferences
Advanced Excel Skills and Data Analysis Active Certified Compensation Professional (CCP) Active HR Certification (HRCI-SPHR or PHR, IPMA, SHRM-SCP or SHRM-CP) 2 years of experience using PeopleSoft or relevant HRIS Prior experience managing government compensation plans SCOPE OF WORK The functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the job as necessary.
Assist in managing the development, implementation, and administration of County wide compensation programs.
Provides advice to agency staff on pay decisions, policy interpretations, job evaluations and reclassifications.
Assists the Compensation Manager in advising managers and designing solutions to specific compensation-related programs and plans.
Compiles, prepares and performs high level analysis of data related to compensation and pay.
Oversees the participation in salary surveys and monitors salary survey data to ensure compensation objectives are achieved.
Conducts Compensation training to all levels of staff.
Supervise section staff; assigns, coordinates and reviews work and monitors performance to deliver timely and efficient services to customers; drafts and co-administers performance evaluations.
Ensures compliance with federal, state, and local compensation laws and regulations. Performs related duties as assigned. WORK ENVIRONMENT
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.
SPECIAL INFORMATION
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 workgroups. Takes some steps to reduce bottlenecks and speed up the work.
Ensures Accountability Holds self and others accountable to meet commitments. Measures and tracks team's and own performance, and helps the team learn from success, failure, and feedback. Adheres to, and enforces, goals, policies, and procedures.
Manages Conflict Handles conflict situations effectively, with a minimum of noise. Seeks out a variety of opinions and options; maintains an open mind; takes steps to ensure conflict remains constructive; avoids polarized or unilateral decisions; seeks agreement on critical issues.
Communicates Effectively Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. Listens attentively and takes an interest. Keeps others well informed; conveys information clearly, concisely, and professionally when speaking or writing.
Drives Engagement Creates a climate where people are motivated to do their best to help the organization achieve its objectives. Shares insight into the purpose of the work, involves others appropriately and gives them credit for their contributions. Praises the successes of others.
County Core Values All Broward County employees strive to demonstrate the County's four core behavioral competencies.
Collaborates : Building partnerships and working collaboratively with others to meet shared objectives. Customer focus : Building strong customer relationships and delivering customer-centric solutions. Instills trust : Gaining the confidence and trust of others through honesty, integrity, and authenticity. Values differences : Recognizing the value that different perspectives and cultures bring to an organization.
Americans with Disabilities Act (ADA) Compliance
Broward County is an Equal Opportunity Employer committed to inclusion. Broward County is committed to providing equal opportunity and reasonable accommodations to qualified persons with disabilities. We support the hiring of people with disabilities; therefore, if you require assistance due to a disability, please contact the Professional Standards Section in advance at 954-357-6500 or email Profstandards@broward.org to make an accommodation request. Emergency Management Responsibilities
Note: During emergency conditions, all County employees are automatically considered emergency service workers. County employees are subject to being called to work in the event of a disaster, such as a hurricane, or other emergency situation and are expected to perform emergency service duties, as assigned. County-wide Employee Responsibilities
All Broward County employees must serve the public and fellow employees with honesty and integrity in full accord with the letter and spirit of Broward County's Employee Code of Ethics, gift, and conflict of interest policies. All Broward County employees must establish and maintain effective working relationships with the general public, co-workers, elected and appointed officials and members of diverse cultural and linguistic backgrounds, regardless of race, color, religion, sex, national origin, age, disability, marital status, political affiliation, familial status, sexual orientation, pregnancy, or gender identity and expression. Broward is a dynamic county that offers an exciting, stable career with incredible employee benefits such as 11 annual holidays, accrued annual/vacation and sick leave, FRS retirement, $50,000 of free life insurance, training and development, and participation eligibility in a deferred compensation (457) plan with a match up to $2,600. In addition, Broward County offers 2 health plans, a High Deductible Health Plan (HDHP) with a County-funded Health Savings Account (HSA), and a Consumer Driven Health plan (CDH), Dental insurance, Vision insurance and Section 125 Flexible spending accounts for Medical Expenses and Dependent Care. Part-time 20+ benefit eligible employees receive the benefits described above at a reduced amount. 01
Please select your highest level of degree in Business Administration, Public Administration, Human Resources Management or closely related field.
No Degree Associate Degree Bachelor's Degree Master's Degree Doctoral Degree
02
How many years of experience do you have in human resources administrative work in compensation, total rewards or closely related experience?
Less than 4 years 4-5 years 6-7 years 8 or more years
03
Do you have one (1) year of lead work or closely related experience?
Yes No
04
How many years of experience do you have in human resources administration, specifically performing compensation functions? 05
How many years of relevant lead work or supervisory experience do you have? 06
Do you have any advanced certifications in Human Resources (i.e., CCP, SPHR, PHR, SHRM-CP, or IPMACP)? If so, please list any advanced Human Resources related certifications that you have. 07
Please describe any salary surveys in which you have participated. Provide the scope of the survey(s) and your role. 08
Describe your experience implementing annual compensation plans and providing recommendations to senior management. 09
Please describe your experience performing job evaluations and grading. 10
What is your proficiency level with Microsoft Excel?
Beginner Intermediate Advanced Expert
11
If you have experience with Microsoft Excel, please describe the types of documents/reports you prepared and the Excel features that you utilized. Required Question