Classification Analyst (Human Resources Specialist II/III, Grade N22/N25)

WHO WE ARE
The Montgomery County Office of Human Resources (OHR) builds and supports a strong, resilient, and innovative workforce of more than 10,000 employees. We are a welcoming, collaborative and human-centric workplace that manages essentials of the full employee experience – from recruitment and selection through offboarding. We deliver people-focused programs such as health and wellness programs and professional development. We manage and implement the County’s HR policy, EEO, and salary plans. OHR values diverse perspectives, lived experiences, and encourages BIPOC (Black, Indigenous, and people of color), immigrants, women, LGBTQIA+, individuals with disabilities, and veterans to apply.

WHO WE ARE LOOKING FOR
OHR is looking for a detail-driven, analytical HR professional to join our Classification and Compensation team. In this role, you'll shape how the County defines, evaluates, and organizes the work of thousands of employees across dozens of departments. If you love solving complex organizational puzzles and want your work to have a direct, visible impact on how the County functions, we want to hear from you.

This job is for you if you:

• Love leveraging your analytical skills by applying quantitative job evaluation systems to real-world roles.
• Understand the importance of relationship-building skills across all levels of an organization.
• Are a natural investigator who enjoys digging into the details of how jobs actually work.
• Can handle sensitive or confidential personnel information.
• Have a collaborative mindset paired with the confidence to make independent, well-supported determinations.

You'll lead full-cycle classification studies for both individual, employee-occupied positions and broader occupational classes, using data collection, interviews, and job observation to reach sound classification determinations. You'll serve as a subject matter expert on classification practices, benchmarking the County's approach against industry standards and helping shape the policies and specifications that keep the classification plan current. You'll also review and advise on the classification of vacant and newly created positions, ensuring every role is placed appropriately within the County's classification structure from the start.

Major duties include but are not limited to:

• Evaluate occupational classes and individual positions using a quantitative job evaluation system.
• Interview employees, supervisors, and managers, and conduct job observations or focus groups to gather accurate data.
• Prepare comprehensive reports of findings, recommendations, and final classification decision memoranda.
• Maintain and update classification specifications to reflect current and emerging duties and qualifications.
• Provide classification guidance to HR partners, deliver training, and contribute to policy and procedure improvements.
• Review position descriptions for vacant and newly created positions and consult on classification issues arising from reorganizations.
• Provide quality customer service to departments and employees through clear and empathetic communication, timely processes, and sound judgment.

If filled at the Human Resources Specialist III – (3) Three years of professional experience in personnel administration.
PREFERRED Experience: (3) Three years of experience in the classification function of human resources administration.

If filled at the Human Resources Specialist II – (2) Two years of professional experience in personnel administration.
PREFERRED Experience: (2) Two years of experience in the classification function of human resources administration.

Education: Bachelor's degree from an accredited college or university in Business or Public Administration or related field.  
PREFERRED Education: A Bachelor's Degree in Business Administration, Human Resources Management, Public Administration, Statistics, or related field from an accredited college or university. 

Equivalency:

(1) An equivalent combination of education and experience may be substituted.

(2) Possession of a graduate degree in one of the above fields may be substituted for one year of the required experience.

Preference for interview will be given to qualified candidates with experience in the following areas:

• Adept application of point-factor (quantitative), narrative classification, or job architecture methodologies, principles, and practices.
• Demonstrated experience conducting position classification studies or comparable job evaluation work for a government agency
• Experience contributing to policy, procedure, or specification updates in an HR or public sector setting