HR Business Partner Senior - Compensation & Classification

Jefferson County; Golden (CO); Hybrid; USD 81,000 - 85,000; Full time

Benefits offered by this job

Medical benefits

Dental benefits

Vision benefits

Paid time off

Retirement matching

Tuition reimbursement

Flexible schedules

Remote work options

Job summary

Jefferson County in Colorado seeks a Senior HR Business Partner – Compensation & Classification to lead market benchmarking, compensation analysis, and classification work across departments. The role requires translating data into actionable recommendations while balancing external competitiveness with internal equity.

The position supports pay plan administration, grade placement decisions, and provides guidance to leaders on compensation practices; reports to the Human Resources Division.

Qualifications

• Bachelor's degree in HR, Business Administration, Public Administration, or related field.
• Three years of compensation experience including market studies, salary benchmarking, and classification reviews.
• Experience interpreting compensation policies and applicable employment laws.

Responsibilities

• Conduct market research, benchmarking, and compensation analyses for positions, job families and series.
• Perform job analyses and classification reviews to ensure accurate descriptions and requirements.
• Analyze internal equity and competitive pay practices across departments.
• Develop and maintain pay plans and salary structures; assess progression and compression.
• Provide guidance to leaders on compensation practices and data-driven recommendations.
• Prepare reports, presentations, and recommendations for senior leadership.

Skills

Compensation analysis

Market benchmarking

Job classification

Pay structures

Data interpretation

Consultation

Education

Bachelor's degree in HR / Business

Tools

Workday

Salary surveys

Job description

Job Posting Closes at 11:59PM on:

09/13/26

Division: Human Resources Division

Management Level: Individual Contributor

Scheduled Weekly Hours: 40

Benefit Eligibility: This position is eligible for Standard Benefits which includes dental, medical, and vision insurance, paid time off and holidays, retirement matching, wellness programs, and tuition reimbursement.

Description: 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.

SCHEDULE:

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

COMPENSATION:

Hiring Range: $81,000 - $85,000 USD Annual

Compensation will be determined based on education, experience and skills.

BENEFITS:

• 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.
• Benefit Eligibility: This position is eligible for Standard Benefits which includes dental, medical, and vision insurance, paid time off and holidays, retirement matching, wellness programs, and tuition reimbursement.

ESSENTIAL DUTIES:

• 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 Placement and Position Evaluation: Evaluate positions and make data-informed recommendations regarding appropriate grade placement, classification, and compensation. Ensure recommendations are consistent with established compensation philosophy, classification methodology, organizational practices, and applicable policies.
• Compensation Data Management: Maintain accurate, current, and reliable job and compensation data. Ensure the integrity, consistency, confidentiality, and quality of compensation and classification information used for analysis, reporting, decision‑making, and organizational planning.
• Compensation Surveys and External Data: Research, evaluate, and respond to third‑party compensation surveys, benchmarking requests, and external data submissions. Analyze survey results and external compensation data to identify relevant market trends, emerging practices, and potential implications for the organization’s compensation programs.
• Consultation and Guidance: Provide guidance and consultation to leaders, managers, Human Resources professionals, and other stakeholders regarding compensation practices, job classification, market data, salary structures, position evaluation, and related matters. Communicate complex compensation concepts and analytical findings clearly and effectively.
• Best Practices and Program Effectiveness: Monitor compensation and classification trends, industry practices, regulatory considerations, and emerging approaches. Provide guidance on compensation best practices and identify opportunities to strengthen program effectiveness, consistency, transparency, and organizational alignment.
• Program Enhancement and Process Improvement: Support the design, implementation, and continuous improvement of compensation and classification programs, processes, tools, and methodologies. Identify opportunities to improve efficiency, data quality, service delivery, and the overall employee and stakeholder experience.
• Organizational Effectiveness: Apply compensation, classification, and workforce data to support broader organizational effectiveness initiatives. Partner with stakeholders to develop solutions that balance market competitiveness, internal equity, fiscal responsibility, operational requirements, and organizational strategy.
• Reporting and Recommendations: Prepare analyses, reports, presentations, and recommendations for leadership and other stakeholders. Interpret quantitative and qualitative information and communicate findings in a clear, objective, and actionable manner.
• Cross‑Functional Collaboration: Collaborate with Human Resources, organizational leaders, finance, and other internal partners to address compensation and classification matters and ensure solutions are aligned with organizational goals, policies, operational requirements, and established compensation practices.
• Data Integrity and Compliance: Promote consistent application of compensation and classification practices and maintain appropriate controls to safeguard the accuracy and integrity of related data. Support adherence to applicable policies, procedures, laws, regulations, and professional standards.

Overall Scope:

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.

QUALIFICATIONS:

Research shows that women and other underrepresented and historically marginalized groups tend to apply only when they check every box in the posting. If you are reading this and hesitating to click “apply” for that reason, we encourage you to go for it! A true passion and excitement for making an impact is just as important as work experience.

Minimum Qualifications:

• Education: Bachelor’s degree in Human Resources, Business Administration, Public Administration, or a related field
• Experience: Three (3) years of compensation experience, including interpreting and applying compensation policies, procedures, classification structures, and applicable employment laws and regulations. Experience must include conducting compensation analyses, market studies, salary benchmarking, job evaluations, pay recommendations, and classification reviews.

Preferred knowledge,skillsand abilities:

• Five (5) years of more of Comp experience
• Public sector or government HR experience
• Professional certification such as SHRM-CP/SHRM-SCP, PHR/SPHR, or CCP
• Experience working with HRIS systems (e.g., Workday) and compensation survey tools
• Experience conducting market studies, job evaluations, and developing or maintaining classification structures
• Strong analytical skills with the ability to interpret data, identify trends, and make sound recommendations
• Knowledge of federal and state employment laws related to compensation, including equal pay requirements
• Knowledge of compensation principles, job evaluation methods, and pay equity concepts
• Strong written and verbal communication skills with ability to present data to varied audiences
• Ability to provide candid, solution‑oriented guidance and recommendations while remaining flexible and supportive of final decisions.
• Strong interpersonal and teamwork skills with the ability to collaborate effectively in a dynamic work environment.

Additional Job Information:

• A valid Colorado driver’s license is required for positions that drive on County Business in either a county or personal vehicle within30-daysof hire or beginning to serve as an intern or volunteer.
• Offer of employment is contingent upon successful completion of criminal history, motor vehicle report, education verification, and/or references for all positions.

Accommodations Statement : We encourage people with disabilities to apply and are committed to providing reasonable accommodations throughout our hiring process. For assistance with applications, interviews, or other hiring‑related accommodations, contact [e-mail]. This contact is for accommodation requests only and cannot provide application status updates.

Questions? Contact the Jefferson County Recruitment Team at 303-271-8420 or [e-mail]

Category: Administrative, Business Programs and Services