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HR Program Administrator - Compensation and Classification

Position Summary

The Human Resources Program Administrator for Compensation & Classification will participate on teams as a subject matter expert as the county modernizes its compensation structure in response to changing market conditions while ensuring compliance with MN Pay Equity. Join a Human Resources department that is committed to the county’s vision for operational excellence. The position will report to the Deputy Director of Total Rewards.

To develop, implement and administer designated human resource programs and serve as a countywide resource in areas such as compensation, classification, pay equity, or other human resource program/service areas. Responsible to develop policy and program strategy; provide guidance to county departments on compliance with state and federal laws and regulations; and perform related duties as assigned.

Flexible Workplace:
This position is identified under the designation of ‘flex work eligible’, meaning that the employee can formally opt to be in-office full-time or work a flex schedule in which at least two-days per week are performed in office and other days can be performed in a remote-first environment. Regardless of selection, the position carries expectations regarding on-site responsibilities and will require schedule flexibility beyond the minimum expectations set forth in the county’s flexible workplace policy. To view Ramsey County’s Flexible Workplace policy, go to: Flexible Workplace Policy

Examples of Work Performed

Serve as project leader for the development, implementation, and administration of countywide human resource programs.
Conduct research and prepare reports of findings on topical issues in the human resources field in order to identify current trends and to develop strategies for the establishment of relevant programs within Ramsey County.
Respond to inquiries and employee relations issues from department heads, managers, supervisors, and other employees in person, or by written correspondence.
Provide assistance in developing policies and strategies for maintaining effective and comprehensive human resources programs.
Communicate and problem-solve with employees, vendors, partner agencies, nonprofit and community-based organizations, human resources staff, and departments in support of program initiatives.
Develop and recommend policy interpretations for various programs relating to carrier contracts, union contracts, personnel rules, county policies and procedures, and laws and regulations.
Assist in maintaining county compliance with state and federal laws.
Develop and provide training on defined work areas.

Compensation and Classification

Provide classification and compensation program administration and implementation as well as identify opportunities for continuous improvement in the county’s classification and compensation strategy to maintain a well-designed, competitive package that supports the county’s talent attraction and retention strategic goals.
Participate in labor negotiations and the development of bargaining strategy to provide data, analysis, reports, and presentations related to classification and compensation strategies and costing.
Maintain policies and procedures for compensation, job evaluation and classification, including updating existing and future compensation plan as a result of labor contract negotiations resulting from collective bargaining and annual adjustments for all employees.
Create compensation analysis, summaries, and reports, ensuring compliance with the MN Local Government Pay Equity Act.
Perform regular maintenance reviews of the County’s job classification system.
Make classification determinations by reviewing requests for job reclassification and department requests for creation of new job classifications. Meet and confer with department leaders, employees, and HR General Services staff to evaluate jobs and advise on classification determination based on established systems and procedures.
Provide HR Business Partner teams, managers and supervisors with information, policy and procedural instruction, training, guidance, and program leadership to ensure proper classification of county positions. Develop and oversee quality assurance process to ensure consistent application of classification policies and procedures.
Respond to questions and requests for compensation, job evaluation and classification information.
Participate and respond to salary surveys and research comparables for new and updated job descriptions.
Work with the Enterprise Resource Planning (ERP) capability team and labor relations staff for development of comprehensive compensation reports including pay equity and compensation manual updates.
Evaluate and advise solutions to unique compensation issues in the current and future compensation structure.

(The work assigned to a position in this classification may not include all possible tasks in this description and does not limit the assignment of any additional tasks in this classification. Regular attendance according to the position’s management approved work schedule is required.)

ESSENTIAL FUNCTIONS: 1, 2, 3, 4, 5, 6, 7, 8 and listed functions from above in assigned area.

Minimum Qualifications

Education: Bachelor's degree in public administration, business administration, human resources, industrial relations, risk management, occupational safety and health, psychology, or a field closely related to the area to which assigned.

Experience: Four years of professional experience in human resources, workforce development, organizational development, change management, diversity and inclusion, policy and planning, compensation, pay equity, or a related field, including at least one year of experience in the area to which assigned.

Substitution: Equivalent combination of education and relevant experience.

Certifications/Licensure: None.

Exam/Screening Process Information

The examination process will consist of the following section with each section weighted as indicated:

Training and Experience Rating = 100%

The examination for HR Program Administrator - Compensation will consist of a training and experience rating, comprised of the questions in the attached supplemental questionnaire. Not all applicants who meet the minimum qualifications will pass the training and experience rating. The rating on this supplemental questionnaire will depend on your answers to the questions –do not mark “see resume” or “see work history” as a response. Please answer all your questions clearly and completely. Failure to respond could affect your score and final rank on this examination.

Eligible List: The names of all applicants who filed a properly completed application and passed the examination/screening process shall be placed on the eligible list for an employment opportunity as a HR Program Administrator - Compensation. This list will be certified to the appointing authority which may use this list to conduct interviews to fill a vacancy. Candidates will remain on the list for 30 days or until hired, whichever occurs first. A notice will be sent to applicants at the time the eligible list is posted.

Veteran's Preference: This is a classified position requiring an open, competitive selection process. Veteran's Preference points will be applied after a candidate passes the examination process. Applicants who are eligible for veteran's preference should update their veteran's DD214, and other supporting documents, and submit them as an attachment at the time of application.

Criminal Background Checks: All employment offers are conditioned upon the applicant passing a criminal background check. Convictions are not an automatic bar to employment. Each case is considered on its individual merits and the type of work sought. However, making false statements or withholding information will cause you to be barred from employment, or removed from employment.

E-Verify Participation: Ramsey County participates in the federal E-Verify program. This means that Ramsey County will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization. If the Government cannot confirm that you are authorized to work, Ramsey County is required to give you written instructions and an opportunity to contact DHS and/or the SSA before taking adverse action against you, including terminating your employment. Employers may not use E-Verify to pre-screen job applicants and may not limit or influence the choice of documents you present for use on the Form I-9.

Equal Opportunity Employer: Ramsey County provides equal access to employment, programs, and services without regard to race, color, creed, religion, age, sex (except when sex is a Bona Fide Occupational Qualification), disability, familial or marital status, sexual orientation or gender identity, public assistance status, place of residence, political affiliation, or national origin.

Ramsey County is deeply committed to advancing racial equity and promoting diversity and inclusion within all areas of its workforce. The county strives to be equitable, inclusive, transparent, respectful, and impactful in how we serve and engage with residents, as well as Ramsey County employees. Advancing racial equity ensures all people who need access to opportunities and services we provide will receive them. Racial equity is achieved when race can no longer be used to predict life outcomes, and outcomes for all are improved.

You will need to print this posting and answer the supplemental questions associated with this exam and submit them with your completed paper application.

For further information regarding this posting, please contact: Crystal.Diaz@co.ramsey.mn.us

Ramsey County provides a wide range of employee benefits to support health, well-being, and work/life balance. Benefits eligibility can vary depending on union status/contract language. A summary of benefits is provided below. Detailed information is available for review at https://assets.ramseycountymn.gov/files/2026-02/Total%20Rewards%20Guide%202026.pdf

Medical, dental and vision insurance
- The County contributes a bargained percentage to the medical and dental monthly premium
- Employees choose from four enrollment tiers: Single, Employee + legally married spouse, Employee + Child(ren), Family
- Blue Cross Blue Shield Medical insurance – three plan options including a High Deductible Plan with a Health Saving Account offered. Earn up to $20/month in electronic gift cards for each enrolled employee or spouse for wellness activity
- MetLife Dental Insurance – two plan options offered
- VSP Vision Insurance – Advantage Plan offered

Pre-tax Benefit Program
- Pre-tax medical, dental, vision monthly premium deduction option
- Dependent and Health Care Flexible Spending Accounts
- County monthly contribution to a Health Savings Account for employees who elect the High Deductible medical plan

Paid time off
- Vacation hours, accrued based on years of service, ranging from 12 to 25 days per year (pro-rated for part-time employees)
- 11 scheduled holidays and two floating holidays
- Up to eight weeks of 100% paid parental leave, plus additional use of sick time as noted below
- Sick hours accrued at a rate of three weeks per year, which can be used for medical and dental care; injury or illness for you, your spouse or children; the birth or adoption of a child (up to 80 hours) or the death of a family member (up to 40 hours)
- Wellness incentive allows conversion of unused sick time to vacation or pay

Retirement benefits
- Pension - The county contributes at least 7.5% of your salary to your pension, depending on bargaining unit. Unlike other retirement investments, pension payments are a lifetime benefit once you start collecting payments
- New employees become vested after three years. For the Police and Fire union, employees are vested after 10 years
- Deferred compensation - 457(b) account with employer match
- Health Care Savings Plan - all benefits-eligible employees contribute 1% of gross regular salary to a Health Care Savings Plan account for eligible health care expenses after retirement. Interest accrues tax free. County provides a scheduled contribution after five years of participation

Transit and parking
- Fully funded Metropass.
- Transportation/parking expenses reimbursement account

Employee well-being
- Employee assistance program, including telephone counseling, financial counseling, rideshare benefits, etc.
- Wellness programming
- Flexible work policy with hybrid work options for eligible positions

Life Insurance and Disability leave
- County provided Basic Life coverage - 1x annual salary, minimum $10,000 up to a maximum of $50,000. Optional supplemental coverage available
- Long-term Disability – County provided coverage replaces 40% of the employee’s lost income after six months of disability, subject to a $5,000 monthly maximum. Option to purchase an additional 20% income replacement up to $7,500 monthly maximum
- Short-term Disability – option to purchase 60% income replacement coverage with 30, 60 or 90-day waiting period

Career development
- Tuition reimbursement, up to $4,000 per year
- Online professional development opportunities through the Learning & Development Center
- County employment qualifies as a public service organization for the Public Service Loan Forgiveness Program
- Employee resource groups – help employees build connections through common bonds with colleagues

For information about Ramsey County's 2026 benefits, visit: https://assets.ramseycountymn.gov/files/2026-02/Total%20Rewards%20Guide%202026.pdf

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