• salary offers are competitive and consistent with the internal equity of existing workforce.
• Receives and evaluates requests for position changes, including a review of Position Analysis Questionnaires, appropriate new pay grade and calculation of any changes to incumbent pay, if applicable.
• Gathers market data and continually reviews changes in market pay among competitors; makes recommendations for changes to the Assistant HR Director and HR Director, as appropriate.
• Works with Assistant HR Director on annual position study, including notifications to employees, gathering and analyzing job evaluation data, analyzing market data, etc. Makes recommendations for reclassifications, analyzes and determines incumbent pay changes and provides final communication to affected employees.
• Assists with any classification and pay studies needed outside of the annual position study, analyzing potential vendors and/or gathering applicable market data.
• Evaluates internal equity and makes recommendations for internal equity adjustments as appropriate.
• Ensures compliance with Town compensation policies, to include appropriate use of special assignment pay, special salary adjustments and interim pay.
• In collaboration with the Assistant HR Director, provides classification and compensation training for managers.
• Conducts salary surveys and participates in survey requests as appropriate.
• Partners with Assistant HR Director on annual merit award process. Collaborates with HR Consultants to ensure appropriate guidance on execution of process.
• Oversees and ensures accurate and timely processing and approval of all pay changes in Infor, in coordination with payroll.
• Administers the Town’s pay policies and practices and reviews personnel action requests for accuracy and compliance with the Town’s pay programs.
• Serves as a resource for employees with complex compensation questions; researches and resolves pay issues with the appropriate party and puts practices or actions in place to avoid future issues.
• Ensure compensation remains compliant with current federal, state, and local legislation, including required reporting. Conducts compensation-related audits as needed. Keeps abreast of regulatory changes and recommends improvements or changes as needed for compliance and/or department efficiency.
• Participates in special projects as assigned.
• Participates in annual budget process as needed and provides budget oversight for responsible areas.
• Creates reports and responds to requests from government agencies.
• May present to employees, supervisors, directors and Town Council.
• Performs other duties as required.

PREFERRED REQUIREMENTS

Experience performing classification and compensation duties in a government setting.
Certification as a PHR, SPHR, SHRM-CP, SHRM-SCP, IPMA-CP, IPMA-SCP, and/or CCP.

WHO WE ARE:

Known as “The Peak of Good Living”, the Town of Apex is a rapidly growing Wake County municipality with a current population of more than 72,000 and a past ranking as Money Magazine’s Best Place to Live in America. Our current workforce is comprised of over 680 full-time employees and over 125 part-time/seasonal staff. Our Human Resources Department - with the support and confidence of Town leadership - is committed to providing best-in-class HR programs for our employees, with a mission to create a culture of empowerment and accountability that maximizes individual and organizational potential. We offer a generous benefit package and have a highly competitive compensation program. More than that, the Town is an awesome place to work, as evidenced by the high job satisfaction rating received in the last employee opinion survey conducted with our employees.

Please refer the Job description for details