MdArchives Prince George’s County Government

Compensation and Classification (Total Rewards) Supervisor

Office of Human Resources Management, Prince George’s County Government

1400 McCormick Drive, Suite 351, Largo, MD 20770

Salary Range:  68,732 – 120,000

Please apply online Compensation and Classification Supervisor

Come join our team! Located minutes from downtown Washington, DC, Prince George’s County is the perfect family-friendly community to live and play! We are Prince George’s Proud!
Bilingual applicants are encouraged to apply

The Office of Human Resources Management (OHRM) is seeking a dynamic and highly skilled and qualified individual to join our fast-paced, high-energy organization to serve as the Compensation and Classification Supervisor. This is a principal-level professional and supervisory position, grade G-27, in the Office of Talent Management and Acquisition responsible for assisting the Associate Director and  Human Resources Manager in the overall components and functional activities of the Division.

Reporting to the Talent Acquisition Manager, provide program leadership and functional expertise in the administration of the County’s staff and management classification and compensation program. Plans, develops and implements new and revised compensation programs, policies, and procedures in order to be responsive to the County’s goals and competitive practices.

Performs position and salary reviews, compensation surveys, and trend analysis; advises management on organizational design, workforce planning, contract interpretation, and salary placement; promotes strategic thinking and competitive, equitable, and compliant practices.

The Supervisor also provides leadership and oversight to recruitment and employment to ensure the compensation program enhances the County’s ability to recruit and retain qualified personnel. Direct the recruitment and selection support services for authorized vacant positions. Ensure effective and efficient administration of electronic application and database systems, onboarding procedures, and related functions. Collaborate with Agency Management to ensure the clear articulation of County personnel policies, procedures, collective bargaining agreements, and applicable laws and regulations to administrators and employees promote equity, and ensure fair employment practices, and effective HR administration. Represents the County in negotiations with labor unions and meets and confers groups related to classification and compensation; conducts analysis and cost projections, prepares proposals, and negotiates changes to reach a resolution within established parameters.

The Classification and Compensation Supervisor is responsible for implementing and communicating the County’s classification and compensation policies and practices to all employees and for administering a sound pay plan in order to attract and retain employees as well as to comply with federal, State, and county regulations. The incumbent supervises and performs the review of salary grades, positions, and classifications, including reorganizations, and works in a consultative capacity with departments to prepare recommendations to move forward through the approval process.

This position will perform or coordinate classification and compensation studies, surveys, and requests. Develop and implement policies, procedures, plans, and strategies to comply with federal, State, and  County regulations/policies on classification and compensation and related employment issues. Coordinate, develop, and present training in relevant areas.

This position has been designated as “essential” during emergencies and is required to provide immediate and/or continuing support during an emergency or critical operation. The incumbent is required to treat all human resources and personal-related matters as strictly confidential. Confidential information may not be discussed with other County employees, including individuals in OHRM, except for work-related reasons under the terms and conditions of the Maryland Public Information Act (MPIA).

Examples of Work

The following duties and responsibilities are typical but not limited to the following:

Compensation Administration and Management 

  1. Develop, recommend, implement, and oversee the County’s classification and compensation programs; plan, design, and implements programs, activities, policies, and procedures necessary to meet objectives of the classification and compensation section; develop and propose human resources policies, procedures and personnel ordinance changes related to classification and compensation.
  2. Manage the classification and compensation program for staff and management positions in accordance with the collective bargaining agreements (CBAs), meet and confer handbooks, County guidelines, policies, and employment laws.
  3. Provide consulting services, tools, and information to management on compensation, organizational design, and workforce planning issues and concerns; monitor classification and compensation practices to ensure internal equity, and to promote the County’s broader equity initiatives.
  4. Develop and execute process improvements to streamline forms and processes; implement and communicate program services and information; oversee the maintenance of accurate compensation and classification files.
  5. Respond to department and employee requests for new and revised classifications.
  6. Plan, develop, conduct, and implement County-wide classification studies for all major employee groups as needed; determine appropriate job evaluation methods; resolve classification issues with employees and Agency manager; review and finalize proposed job descriptions and/or develop and write job descriptions.
  7. Conduct salary studies utilizing appropriate market, system-wide, and county-wide data to determine the target market salary for various positions and the competitiveness of the County’s pay practices; recommend and implement adjustments to County salary plans to maintain appropriate internal and external pay relationships; recommend and secure external survey reports to be used as benchmarks for salary studies.
  8. Administer the County’s compensation plan; design and maintain pay structures; develop, recommend, and communicate compensation policies; review and resolve compensation issues with management and union personnel.
  9. Conduct position reviews and classify all staff and management positions. Assists in developing sound criteria for movement to higher classification skill levels. Identify and address equity issues and concerns as they arise.
  10. Review proposed salaries and equity adjustment requirements and provides pertinent data, analyses, and recommendation to management for approval.
  11. Design and deliver compensation communication and training materials to managers and employees.

Recruitment and Employment 

  1. Ensure the compensation program enhances the County’s ability to recruit and retain personnel and promotes the County’s broader equity goals.
  2. Work with administrators to determine recruitment needs and staffing objectives; assist in the development of hiring strategies and job descriptions and job summaries.
  3. Attend and coordinate participation in job fairs and various recruitment events.
  4. Provide daily management and work direction to assigned staff including staffing, performance management, coaching, and development to the Human Resources Analysts.
  5. Assist in maintaining the County’s Applicant Tracking System.
  6. Assist in the design of recruitment and hiring committee training for County staff and administrators.
  7. May provide analysis, expertise, and recommendations for improving staffing operations for the recruiting function.

Re-organization Consultation 

  1. Consult with managers and supervisors on reorganization plans.
  2. Provide support for department reorganizations including job evaluations, assessing potential compensation impact, providing compensation change recommendations, etc.
  3. Analyze new, redesigned, and reassigned positions to determine the appropriate classification with the County’s classification standards and to meet operation and staffing needs.
  4. Consult with managers and supervisors on writing and developing job descriptions to meet staffing needs.

Labor Relations and Collective Bargaining 

  1. Assist with labor relations for classified collective bargaining units, especially in areas that intersect with classification and compensation.
  2. Participate in labor relations and negotiations on contract issues; develop language and supporting materials. Present proposals.
  3. Assist in the development and present training on human resources-related topics and procedures, and as required to effectively implement collective bargaining agreements; assist with providing direction and development of new employee orientation and staff development programs.
  4. Assist with coordination and facilitation of grievance and discipline procedures and resolution.

Operational Administration and Related Duties 

  1. Develop, plan, and implement policies, procedures, and strategies to comply with federal, State and  County policies with regard to classification, recruitment and employment, and other related employment issues.
  2. Serve on a variety of participatory and task-specific committees, initiatives, teams, and task forces as needed or requested.
  3. Maintain operational knowledge in other key human resources areas such as employee relations,performance management, leave administration organization and career development, and Equal Employment Opportunity (EEO).

Minimum Qualifications: 

Education: Bachelor’s degree in Human Resources/Personnel Management, Organizational Development, Business/Public Management, Finance, Psychology, or closely related field;  

Experience:  Three (3) years of professional-level experience in compensation and classification management, classification studies, and classification/position reviews; including a minimum of one (1) year in a management or supervisory capacity and knowledge of public sector personnel practices.

Education Substitution

Additional advanced-level management or professional human resource experience may be substituted for the required education on a year-for-year basis. There is no substitution for the required work experience or management or supervisory experience.

Required Knowledge:

  1. Expert knowledge of the concepts and principles underlying position classification and compensation systems.
  2. Theories and principles of internal and external market analysis.
  3. Collective bargaining process and Labor Relations/Negotiations.
  4. Record-keeping and report-writing techniques.
  5. Organizational design and development.
  6. Organizational leadership competencies.
  7. Trends and best practices in employment, recruitment, and classification and compensation.
  8. Fair Labor Standards Act (FLSA), Ledbetter Fair Pay Act, EEO, and other pertinent laws.
  9. General knowledge of principles, problems, and methods of administration in a public sector government, including organization, personnel, and fiscal management.
  10. Fair employment practices and techniques used for employment recruitment, selection, training, supervision, and performance management.

Required Skills and Abilities:

  1. Communicate effectively both orally and in writing
  2. Effectively mediate disputes and resolve conflict
  3. Develop and implement personnel policies and procedures.
  4. Promote effective HR practices that support excellence.
  5. Work independently and meet objectives and timelines.
  6. Conduct position reviews and make sound determinations.
  7. Effectively navigate the complex dynamics of human interactions in the workplace
  8. Develop and maintain positive working relationships across multiple functions and job levels within a diverse environment.
  9. Project management skills and experience.
  10. Demonstrated ability to conduct complex data analysis.
  11. Strong analytical skills to review statistical results to make practical and meaningful recommendations.
  12. Successful short- and long-term planning skills.
  13. Originate policies, procedures, forms,and instruction manuals or other written materials necessary to support program implementation and function.
  14. Oral and written communication skills including persuasive communication, public speaking, and drafting of concise contract language.
  15. Use a variety of computer software to enter, modify, format, and retrieve data.
  16. Compose and prepare written materials including graphs and other presentation tools.
  17. Maintain confidentiality.


Preferred Qualifications

  • Proficiency with SAP
  • Proficiency with the NEOGOV applicant tracking system (ATS)
  • Demonstrated ability to manage change and knowledge of continuous improvement methodologies
  • Experience engaging with teams that are on-site and remote
  • Experience performing HR service delivery in a unionized environment
  • Experience in the public sector, government, or other municipal agency
  • Five (5) years related work experience 
  • Advanced level expertise in Excel and PowerPoint


To apply for this job please visit