FORT BEND COUNTY DEPARTMENT: HUMAN RESOURCES JOB TITLE: SR. HR GENERALIST - COMPENSATION Fort Bend County is ranked as one of the fastest growing counties in the nation. We have capitalized on not only the creed of our location, but on the "quality of life" for our families to call home. Our employees are the key to our success and the heartbeat of our foundation. The diversity and inclusivity of our community is our strength and at the forefront of a workplace environment welcoming to all. Live Here! Work Here! JOB SUMMARY: Provides professional support for the human resources competency of compensation by administering the County's compensation plan for over 3000 employees. The role serves as the subject matter expert on compensation topics including special incentive plans, executive compensation and benefits practices, and remaining competitive in the market where we need to attract and retain key talent. The Senior Generalist- Compensation leads initiatives aimed at scaling our compensation program, including the standardization of salary structures, the integration of innovative technologies, and the strategic redesign process. This position requires strategic thinking with a deep understanding of total rewards and their impact on employee engagement and company culture. Leading candidates will have a holistic approach to compensation as a comprehensive and integrated strategy that considers all aspects of an employees work experience. Strategy Development Stay abreast of key market, industry, and statutory trends/practices in compensation. Perform routine salary audits. Understand the Countys mission, vision, and strategic objectives to ensure compensation plans are in sync. Leverage data and analytics to make informed decisions to ensure compensation practices are fair and equitable. Develop and maintain a long-term incentive compensation program with equity planning and tracking. Develop and maintain an annual review process that includes salary audits, raise process timelines, employee pulse surveys, and training. Compensation Management Sustains equitable compensation by designing and administering pay, incentive, and certification pay programs by evaluating jobs and conducting field audits to determine and recommend placement of jobs within the compensation structure, classifications, and workload requirements. Conduct salary benchmarking and market analyses for positions as needed. Assist Talent Acquisition with conducting pay reviews for new hires, promotions, and transfers, balancing market data, internal equity, and individual qualifications. Researches and evaluates market comparability by conducting and responding to surveys concerning compensation and classification programs and specific programs or policies relating to the overall HR function. Performance Management Drive the annual salary increase/performance management planning process including developing annual calendar, communications schedule, training schedules, and execution through completion. Lead annual compensation planning process. Link compensation and benefits to performance management systems . Assist in the development and implementation of performance appraisal tools. Develop employee communications on Performance Management. Communication/Compliance Assists the Director of Human Resources with developing an effective plan for the communication of compensation program information and other HR competencies. Acts as a liaison with elected officials and department heads concerning compensation and classification issues by working closely with the Budget office and other County stakeholders. Ensures compliance with federal, state, and local regulations in regard to compensation, including Fair Labor Standards Act exemptions and wage and hour laws. Operational Participates in activities and duties related to emergency management during a local state of disaster as directed by appropriate county managers. REQUIREMENTS: achelors degree in Human Resources or related field or equivalent experience. Certification in Compensation (CCP), is preferred. Extensive knowledge of quantitative and qualitative research methods and human resource laws, regulations, and best practices. 5+ years direct experience in Human Resources compensation and classification with progressive responsibility; 1+ year in management/supervisory capacity. Strong oral and written communication skills. Ability to build strong relationships and credibility with stakeholders and key decision-makers. Proficient in HRIS systems (InforLawson, WorkDay a plus), Excel and PowerPoint. Strong ability to analyze data and provide reporting and information to leadership. Ability to collaborate effectively with cross-functional teams to align rewards with business objectives and foster employee engagement. Excellent problem-solving ability, attention to detail, and the ability to think critically. SALARY: Commensurate with experience All full-time and part-time employees are members of the Texas County District Retirement System (TCDRS). Full-time employees also enjoy a wide-range of great benefits. Fort Bend County is an equal opportunity employer, committed to non-discrimination in employment on any basis including race, color, religion or creed, sex, sexual orientation, gender, gender identity, gender expression, pregnancy status (including childbirth and related medical conditions), national origin, ethnicity, citizenship status, age (40 and over), physical or mental disability, genetic information, protected military and veteran status, political affiliation or beliefs, or any other classification protected by state, federal and local laws, unless such classification is a bona fide occupational qualification. FBC complies with the Americans with Disabilities Act and all other applicable federal, state and local laws regarding disability discrimination and accommodation.