Class & Compensation Consultant

Oorwin AI; Roseburg (OR); Hybrid; USD 90,000 - 130,000; Full time

Job summary

The City of Roseburg seeks an experienced Class and Compensation Consultant to assess its non-represented employee classifications and pay structure. The engagement covers about 40 employees across 30 classifications, with in-person interviews as needed to support analysis.

The consultant will benchmark internal equity, market competitiveness, and FLSA status, delivering practical recommendations and an implementation plan for updating the city's compensation program.

Qualifications

• Experience in classification and compensation consulting.
• Experience with public-sector compensation studies.
• Proven work with Oregon public entities in the last decade.
• Knowledge of FLSA exempt/non-exempt classifications.
• Strong analytical and written/verbal communication skills.

Responsibilities

• Review and analyze 30 classifications and ~40 employees.
• Evaluate job duties, education, experience, and hierarchy.
• Identify modifications to classifications and pay structures.
• Conduct interviews with City personnel as needed.
• Assess internal equity and external competitiveness.
• Develop actionable recommendations and an implementation plan.
• Present findings to City management and stakeholders.

Skills

Project Management

Stakeholder Engagement

Data Analysis

Executive Presentations

Report Writing

Public-Sector Compensation

FLSA Classification

Job Evaluation

Job description

Job Type: Contract / Professional Consulting Services
Location: Roseburg, Oregon
Work Arrangement: Hybrid / On-Site as Required
Client: City of Roseburg, Oregon
RFP: HR-26-01 – Class and Compensation Consultant Services
Engagement: Classification & Compensation Study / Non-Represented Pay Plan

Position Overview

The City of Roseburg is seeking an experienced Class and Compensation Consultant to conduct a comprehensive assessment, analysis, and review of the City's Non-Represented employee classification and compensation plan.

The consultant will evaluate approximately 40 employees across 30 job classifications, review existing job descriptions and compensation structures, assess internal equity and external competitiveness, conduct market compensation research, and develop practical recommendations for updating the City's classification and pay structure.

The successful consultant will have demonstrated experience conducting classification and compensation studies for Oregon public-sector organizations and the ability to provide objective, data-driven recommendations that support equitable, competitive, and sustainable compensation practices.

Key Responsibilities

Review and analyze existing job descriptions for approximately 30 classifications.

Evaluate job responsibilities, knowledge, skills, abilities, education, experience, organizational hierarchy, and classification consistency.

Identify opportunities for additions, deletions, consolidations, or modifications to existing classifications.

Conduct in-person interviews with selected City personnel, when necessary, to support classification analysis.

Evaluate the City's existing non-represented compensation structure and recommend appropriate modifications.

Analyze internal compensation equity and identify potential salary compression issues.

Identify existing compensation inequities and develop recommended corrective actions.

Review positions for appropriate FLSA exempt/non-exempt classification and provide recommendations.

Provide specific analysis regarding the appropriate FLSA status of the Battalion Chief classification.

Work collaboratively with City staff to identify appropriate external comparator jurisdictions.

Base wages/salaries

Total compensation

Relevant benefits and compensation components

Analyze external market data and compare City compensation against appropriate public-sector comparators.

Develop recommendations for an appropriate salary/pay structure considering:

Internal equity

Salary compression

Classification relationships

Organizational hierarchy

Recommend modifications to salary ranges and/or pay structures where appropriate.

Develop a practical corrective action plan and implementation process for identified compensation inequities.

Present findings and recommendations clearly to City management and stakeholders.

Provide periodic project status reports to the City as requested.

Maintain project schedules, documentation, analysis, and deliverables.

Collaborate closely with Human Resources and City leadership throughout the engagement.

Required Qualifications

Demonstrated professional experience in classification and compensation consulting.

Experience conducting comprehensive compensation and classification studies for public-sector organizations.

Required: Experience providing similar compensation and classification studies for at least two Oregon public entities within the past 10 years.

Knowledge of public-sector compensation structures and salary administration.

Strong understanding of job classification methodology and compensation analysis.

Experience conducting public-sector wage and total compensation surveys.

Knowledge of FLSA exempt/non-exempt classification requirements.

Demonstrated ability to evaluate internal equity, market competitiveness, salary compression, and pay structures.

Strong analytical and research capabilities.

Excellent written and verbal communication skills.

Ability to conduct stakeholder/employee interviews and translate findings into actionable recommendations.

Ability to work effectively with Human Resources, department leadership, and executive-level stakeholders.

Strong project management skills and demonstrated ability to complete similar projects on schedule and within budget.

Preferred Experience

Previous experience working directly with cities, counties, municipalities, or other Oregon public agencies.

Experience developing or restructuring municipal salary schedules.

Experience evaluating non-represented employee compensation programs.

Experience with public-sector classification systems and job evaluation methodologies.

Experience developing compensation implementation and remediation plans.

Experience presenting classification and compensation findings to elected officials, executives, HR leadership, or governing bodies.

Core Skills

Technical Skills

Classification & Compensation Analysis

Job Evaluation

Salary Structure Development

Market Pay Analysis

Wage & Total Compensation Surveys

Internal Equity Analysis

Salary Compression Analysis

FLSA Classification

Job Description Analysis

Public-Sector Compensation

Compensation Remediation

Workforce/HR Analytics

Data Analysis

Compensation Research

Professional Skills

Project Management

Stakeholder Engagement

Employee Interviews

Research & Analysis

Report Writing

Executive Presentations

Strategic HR Consulting

Communication

Problem Solving

Data-Driven Decision Making

The consultant will be expected to support delivery of:

Comprehensive review of existing job descriptions.

Classification analysis and recommendations.

Compensation structure assessment.

External comparator jurisdiction identification.

Wage and total compensation market survey.

Internal equity and salary compression analysis.

FLSA classification recommendations.

Recommended classification modifications.

Recommended compensation/pay structure modifications.

Identification of compensation inequities.

Corrective action and implementation recommendations.

Periodic project status reports.

Final findings and recommendations suitable for City management and HR use.

Minimum Contract Eligibility Requirements

The consulting firm/individual must:

Be properly licensed/authorized under applicable Oregon law.

Be eligible to perform public-sector contracting work.

Not be disqualified by the City, Oregon Department of Administrative Services, or applicable State Contractor's Board from working on public contracts.

Demonstrate completion of similar classification and compensation studies for at least two Oregon public entities during the previous ten years.

Ideal Candidate Profile

The ideal consultant is a seasoned public-sector compensation and classification professional with hands-on experience supporting municipalities and Oregon public agencies. The candidate should be capable of independently conducting job classification reviews, compensation benchmarking, market surveys, FLSA analysis, internal equity assessments, and pay-plan recommendations while working collaboratively with City HR and leadership.

Candidates should be comfortable analyzing complex compensation data and converting the results into clear, defensible, practical recommendations that can be implemented by a municipal organization.

Engagement Summary

Position: Class & Compensation Consultant
Industry: Government / Municipal Human Resources
Location: Roseburg, Oregon
Engagement Type: Professional Consulting Contract
Focus: Classification & Compensation Study
Employee Population: Approximately 40 non-represented employees
Classifications: Approximately 30
Primary Function: Comprehensive review and modernization of the City's non-represented classification and compensation plan