Human Resources Manager - Compensation & Classification

The City of Durham's Human Resources Department is a diverse, energetic, and forward-thinking team committed to delivering exceptional public service. We challenge assumptions, embrace innovation, and work toward a more just and rewarding future for all City employees. If you’re ready to bring your expertise, expand your skills, and build strong relationships in service to Durham, we’d love to meet you.

The Human Resources Manager for Compensation & Classification leads the City’s compensationand classification programs and supervises the team responsible for these functions. This role serves as the City’s subject matter expert, providing strategic guidance, policy interpretation, and analytical expertise to departments across the organization. The manager also contributes to departmental planning, establishes operational goals, and determines appropriate methods for addressing compensation and classification challenges.

The incoming manager will play a central role in the City's forthcoming comprehensive compensation and classification study, from vendor selection through implementation, including the development of structured career pathways serving a workforce of approximately 2,800 employees across 26 departments. The successful candidate will have a meaningful opportunity to help shape the City's compensation structure and strategy.

• Supervises professional and support staff, including performance management, training, hiring, and disciplinary processes.
• Leads major programs, projects, and initiatives within the Compensation & Classification division.
• Provides expert consultation to City departments on compensation, job evaluation, and compliance.
• Conducts advanced data analysis, prepares reports, identifies trends, and recommends process improvements.
• Oversees compensation-related systems and database maintenance.
• Prepares City Council agenda materials.
• Develops requests for proposals.
• Oversees the development, review, and maintenance of job descriptions and classification specifications.
• Ensures compliance with FLSA and other regulations related to compensation and classification.
• Manages compensation plans, market surveys, pay administration, and equity analyses.
• Determines appropriate job classifications and pay grades using the City’s job evaluation system.
• Collaborates with the Budget Department on new or revised positions each fiscal year.
• Advises department leaders on classification needs related to new or changing job functions.
• Researches, develops, and administers policies related to compensation, classification, performance management, and FLSA.
• Conducts compensation and classification studies and analyzes survey data to develop recommendations.
• Partners with HRIS to implement classification, compensation, and pay updates.
• Collaborates with Talent Management and Talent Acquisition on recruitment postings and equitable salary offers.
• Performs additional related duties as assigned.

Knowledge Requirements

• Compensation principles, job evaluation systems, and regulatory compliance.
• Qualitative and quantitative research methods.
• HR program and project management.
• Budget development and financial processes.
• Effective written and verbal communication techniques.
• Conflict resolution and customer service principles.
• Leadership and team management practices.

 Skills Requirements

• Supervising and coaching staff.
• Prioritizing work and managing deadlines.
• Leading programs and projects.
• Analyzing data and preparing reports and recommendations.
• Developing policies and procedures.
• Facilitating discussions and building consensus.
• Advising stakeholders and providing technical guidance.
• Building and maintaining collaborative working relationships.
• Using HR systems, Microsoft Office, and related software.
• Communicating effectively with employees, leaders, and the public.

• Bachelor’s degree in human resources, social sciences, industrial/organizational psychology or directly related field OR equivalent experience.
• Six years of professional human resources experience.
• Three years of supervisory experience.    

• Certified Compensation Professional (CCP).
• PHR, SPHR, or IPMA-HR certification.
• Strong analytical and data skills, including advanced Excel proficiency.
• Experience leading major projects or programs.
• Strong presentation and communication skills.
• Demonstrated ability to collaborate with all levels of the organization.