What are the responsibilities and job description for the ASSOCIATE DIRECTOR, CLASSIFICATION AND COMPENSATION (BUREAU OF HUMAN RESOURCES) - ACTIVELY RECRUITED position at Cook County Government?
Cook County Offices
Under The President
Administrative Hearings
Auditor
Bureau of Administration
Bureau of Economic Development
Bureau of Finance
Bureau of Human Resources
Bureau of Technology
Facilities
Office of the President
Job Summary
Create and communicate overall vision and strategy for classification and compensation in the Offices Under the President (OUP). Lead the strategic design, implementation, and continuous improvement of comprehensive compensation programs, including process and policy recommendations on classification, job architecture, and salary structures for all positions. Ensure implementation of strategies and policies around job architecture framework, job evaluations, market pricing, incentive bonuses and annual adjustments, and ensure programs are competitive, equitable, and compliant. Develop the compensation budget and ensure establishment of data collection and reporting systems that will monitor effectiveness of the classification and compensation strategies. Ensure continuous training and communication regarding classification and compensation strategies for all positions.
This position is Actively Recruited and At Will.
Minimum Qualifications
The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee’s normal line of work.
Benefits Package
The County has a hybrid work environment which allows employees telecommuting and flexible scheduling options.
EEO Statement
Cook County Government is an Equal Employment Opportunity (“EEO”) employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances.
NOTE: As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules.
Social Media Disclaimer
The County’s hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County’s hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County - Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.
Job Posting
Feb 6, 2025, 9:34:00 AM
Organization
Offices Under the President
Work Locations
County Building: 118 N. Clark
Under The President
Administrative Hearings
Auditor
Bureau of Administration
Bureau of Economic Development
Bureau of Finance
Bureau of Human Resources
Bureau of Technology
Facilities
Office of the President
Job Summary
Create and communicate overall vision and strategy for classification and compensation in the Offices Under the President (OUP). Lead the strategic design, implementation, and continuous improvement of comprehensive compensation programs, including process and policy recommendations on classification, job architecture, and salary structures for all positions. Ensure implementation of strategies and policies around job architecture framework, job evaluations, market pricing, incentive bonuses and annual adjustments, and ensure programs are competitive, equitable, and compliant. Develop the compensation budget and ensure establishment of data collection and reporting systems that will monitor effectiveness of the classification and compensation strategies. Ensure continuous training and communication regarding classification and compensation strategies for all positions.
This position is Actively Recruited and At Will.
Minimum Qualifications
- Graduation from an accredited college or university with a Bachelor's Degree or higher in Finance, Business Management, Public Administration, Human Resources or directly related field is required and
- Six (6) years of managing compensation programs and job classification systems or directly related experience is required.
- Four (4) years of previous management or supervisory experience is required.
The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee’s normal line of work.
- Degrees awarded outside of the United States with the exception of those awarded in one of the United States territories and Canada, must be credentialed by the World Education Services (WES), Educational Credential Evaluators (ECE) or a National Association of Credential Evaluation (NACES) member organization.
- Knowledge of and experience with the principles and techniques of human resources strategy and administration including designing and managing compensation programs.
- Ability to display self-direction, motivation, and innovation and demonstrate the ability and desire to have a major impact by assessing current operations, leading large-scale projects, and implementing complex initiatives with ambitious goals and deadlines that improve the County’s current and future hiring goals.
- Ability to interact with employees at all levels of the organization, including County officials, Bureau/Department heads, labor officials, and other stakeholders with professionalism, persuasiveness, and diplomacy and ability to effectively gain trust, build rapport, counsel, and assess complex situations with a very high level of accuracy
- Ability to handle sensitive and confidential information with tact and discretion and display a strong work ethic with impeccable judgment and integrity.
- Ability to provide strategic leadership, insight, support, and direction to support the unit's mission and goals.
- Ability to solve complex classification and compensation issues that have long-term impact on the unit and organization.
- Ability to implement the strategic vision of a department or organization-wide function.
- Ability to implement plans and objectives and oversee the efficiency and performance of specific processes and operations.
- Ability to build and lead innovative programs that drive organizational success and adapt to evolving challenges.
Benefits Package
- Medical, Dental, and Vision Coverage
- Basic Term Life Insurance
- Pension Plan and Deferred Compensation Program
- Employee Assistance Program
- Paid Holidays, Vacation, and Sick Time
- You May Qualify for the Public Service Loan Forgiveness Program (PSLF)
The County has a hybrid work environment which allows employees telecommuting and flexible scheduling options.
- This position requires successful completion of post-offer tests, which may include a background check, drug screen and medical examination.
EEO Statement
Cook County Government is an Equal Employment Opportunity (“EEO”) employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances.
NOTE: As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules.
Social Media Disclaimer
The County’s hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County’s hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County - Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.
Job Posting
Feb 6, 2025, 9:34:00 AM
Organization
Offices Under the President
Work Locations
County Building: 118 N. Clark
