New

Human Resources Assistant Manager (Compensation)

Broward County, Florida
$87,341.79 - $139,397.61 Annually
medical insurance, dental insurance, life insurance, vision insurance, vacation time, paid holidays, sick time, retirement plan
United States, Florida, Fort Lauderdale
115 South Andrews Avenue (Show on map)
Jan 15, 2026
REQUIREMENTS AND PREFERENCES The Broward County Board of County Commissioners is seeking qualified candidates for Human Resources Assistant Manager (Compensation) in the Human Resources Division. The Human Resources Assistant Manager (Compensation) role is 100% on site. This Job Announcement will remain open until a sufficient number of applications are received. Broward County is seeking a motivated and analytically driven Human Resources Assistant Manager (Compensation) to support and strengthen county-wide compensation programs. This role is ideal for a compensation professional who has a solid technical foundation and is ready to expand into broader leadership and strategic responsibilities with guidance and coaching. Reporting to the Compensation Manager, this position plays a key role in job evaluation, pay analysis, salary structure maintenance, and advisory support to departments across the County. The successful candidate will bring hands-on experience in compensation analysis, job evaluation, and market pricing, with the demonstrated ability to apply compensation principles beyond transactional processing. The ideal candidate will also have the ability to grow into increased responsibility over time. This position is well-suited for someone who is comfortable working with data, understands core compensation concepts, and is eager to deepen their expertise in a complex public-sector environment. Minimum Education and Experience Requirements Requires a Bachelor's degree from an accredited college or university with major coursework in business or public administration, human resources or closely related field. (One year of relevant experience may be substituted for each year of required education.) Requires four (4) years of professional experience in human resources with a primary focus on compensation or job analysis, or closely related experience including one (1) year of lead work or closely related experience. Special Certifications and Licenses None. Preferences Intermediate to advanced Excel and data analysis skills Experience participating in or managing salary surveys Prior experience supporting compensation programs in a large or complex organization HR or compensation-related certification (e.g., CCP, SPHR, PHR, SHRM-CP/SCP, IPMA) Experience working with an HRIS (e.g., PeopleSoft or similar systems) Government or public-sector compensation experience SCOPE OF WORK What You'll Do The functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the job as necessary. Support the development, implementation, and administration of county-wide compensation programs and practices Perform intermediate to advanced analysis of compensation data, including market pricing, internal equity, and pay structure impacts Participate in and help manage salary surveys to ensure competitive and equitable pay practices Provide guidance to departments on job evaluations, classifications, reclassifications, and pay-related recommendations Prepare and present compensation data and findings in a clear, practical manner for managers and leadership Assist with compensation-related training for managers and HR staff Supervise and coordinate the work of assigned staff, providing feedback and support to ensure quality and timeliness Ensure compensation practices comply with applicable federal, state, and local regulations Perform related duties as assigned WORK ENVIRONMENT Physical Demands Physical demands refer to the requirements for physical exertion and coordination of limb and body movement. Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations. Unavoidable Hazards (Work Environment) Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken. None. SPECIAL INFORMATION Competencies Business Insight Applies knowledge of business and the marketplace to advance the organization's goals. Has a sophisticated grasp of business drivers, finds new ways to increase own contribution. Stays attuned to business and industry changes, ensures own activities remain aligned to key objectives. Manages Complexity Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Consistently looks at complex issues from many angles; obtains a rich and deep understanding; swiftly cuts to the core issue; skillfully separates root causes from symptoms. Decision Quality Makes good and timely decisions that keep the organization moving forward. Consistently demonstrates strong judgment; may be sought out by others for expertise and guidance. Takes smart, independent action in urgent and non-routine situations, knows when to escalate for others' involvement. Plans and Aligns Plans and prioritizes work to meet commitments aligned with organizational goals. Outlines clear plans that put actions in a logical sequence; conveys some time frames. Aligns own work with relevant workgroups. Takes some steps to reduce bottlenecks and speed up the work. Ensures Accountability Holds self and others accountable to meet commitments. Measures and tracks team's and own performance, and helps the team learn from success, failure, and feedback. Adheres to, and enforces, goals, policies, and procedures. Manages Conflict Handles conflict situations effectively, with a minimum of noise. Seeks out a variety of opinions and options; maintains an open mind; takes steps to ensure conflict remains constructive; avoids polarized or unilateral decisions; seeks agreement on critical issues. Communicates Effectively Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. Listens attentively and takes an interest. Keeps others well informed; conveys information clearly, concisely, and professionally when speaking or writing. Drives Engagement Creates a climate where people are motivated to do their best to help the organization achieve its objectives. Shares insight into the purpose of the work, involves others appropriately and gives them credit for their contributions. Praises the successes of others. County Core Values All Broward County employees strive to demonstrate the County's four core behavioral competencies. Collaborates: Building partnerships and working collaboratively with others to meet shared objectives. Customer focus: Building strong customer relationships and delivering customer-centric solutions. Instills trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity. Values differences: Recognizing the value that different perspectives and cultures bring to an organization. Americans with Disabilities Act (ADA) Compliance Broward County is an Equal Opportunity Employer committed to inclusion. Broward County is committed to providing equal opportunity and reasonable accommodations to qualified persons with disabilities. We support the hiring of people with disabilities; therefore, if you require assistance due to a disability, please contact the Professional Standards Section in advance at 954-357-6500 or email Profstandards@broward.org to make an accommodation request. Emergency Management Responsibilities Note: During emergency conditions, all County employees are automatically considered emergency service workers. County employees are subject to being called to work in the event of a disaster, such as a hurricane, or other emergency situation and are expected to perform emergency service duties, as assigned. County-wide Employee Responsibilities All Broward County employees must serve the public and fellow employees with honesty and integrity in full accord with the letter and spirit of Broward County's Employee Code of Ethics, gift, and conflict of interest policies. All Broward County employees must establish and maintain effective working relationships with the general public, co-workers, elected and appointed officials and members of diverse cultural and linguistic backgrounds, regardless of race, color, religion, sex, national origin, age, disability, marital status, political affiliation, familial status, sexual orientation, pregnancy, or gender identity and expression.