● Oversight and management of day-to-day operations of the Compensation/Classification Unit including labor relations issues; ensuring consistent interpretation of laws, rules, labor contracts, policies, and procedures; internal/external communications; customer relations and resolving complex and sensitive complaints; alignment of service level agreements of services provided; and developing new processes and policies to streamline for maximum efficiency.● Provide supervision and leadership to three (3) professional-level Compensation/Classification Consultants and one (1) Compensation/Classification Assistant.● Coaching and mentoring of staff regarding classification determination report writing, compensation expertise, labor relations issues, and other training needs.● Serve as a key escalation point to resolve highly-visible, complex, and sensitive inquiries, complaints, or concerns from employees, supervisors/managers, and executives.● Serve as chair of panels for classification appeals to reconsider classification determinations based on employee and/or management presentations.● Leadership and implementation of an internal technology project to replace an aging compensation assignment tracking system. Oversee and coordination of technology enhancements based on business needs.● Provide leadership and subject matter expertise for the city’s new Information Technology Talent Modernization (new compensation structure) including advising on job description development, compensation structure, organizational change management, implementation, governance practices, and policy/compliance matters.● Consulting and advising city departments in the creation of highly-visible and complex titles or revising existing titles.● Development and delivery of presentations regarding matters of compensation, classification, compliance, law changes, and training to all levels of the organization.

● Served as a unit lead to journey-level Compensation/Classification Consultants to train, mentor, and guide on technical expertise, best practices, special projects, and writing classification determination reports.● Served as a primary consultant and strategic advisor to multiple large city departments by providing centralized compensation/classification services including analyzing and classifying positions, conducting job analysis, preparing/presenting detailed classification determinations, and providing needs assessments for revising or creating new classification titles or series.● Conducted a complex, deep-dive analysis of internal equity, possible biases/discrimination to employees, and outcomes of compensation actions or position review processes. Delivered a presentation explaining findings to leadership.● Delivered presentation to Citywide HR Leadership regarding new provisions of pay equity laws, best practices, and guidance with city policies.● Conducted and responded to regular and non-routine internal/external compensation studies on behalf of the city.● Consulted and advised assigned city departments in creating new titles or revising existing titles including market pricing, developing job descriptions, facilitating impacts to labor relations, and recommending appropriate compensation based on market conditions.

• Provide centralized compensation/classification services to multiple city departments including analyzing and classifying positions, conducting job analyses, preparing/presenting detailed classification determinations, and providing needs assessments for revising or creating new classification titles or series.• Conducted and responded to regular and non-routine internal/external compensation studies on behalf of the city.

• HR Business Partner to multiple divisions providing consultation to appointing authorities, supervisors, managers, and employees concerning compensation, classification, talent acquisition, affirmative action, shared leave, reasonable accommodations, employee/labor relations, handling grievances, leave administration, corrective/disciplinary actions, workplace investigations, and performance management.• Supervision of one (1) Human Resources Consultant Assistant 2.• Interpretation of Collective Bargaining Agreements (CBA’s) for Teamsters Local 117 and the Washington Federation of State Employees (WFSE).• Management of full lifecycle talent acquisition processes for assigned divisions.• Instructor for Supervision & Leadership training modules for new supervisors and managers.

• Statewide lead to all HR offices for processes, procedures, and guidance, and auditing HRIS system records.• Primary point-of-contact for IT, HR, Payroll, and Budget offices for data and reporting needs.• Statewide processor of the most complex and politically sensitive HRIS system entries (i.e., settlements, justified excess vacation balances, and terminations.• Oversight of creating and maintaining the agency’s organizational structure and position management.• Development of training materials, presentations, and guides for utilizing HRIS system and related reporting capabilities.

• HR Business Partner to multiple divisions providing consultation to appointing authorities, supervisors, managers, and employees concerning compensation, classification, talent acquisition, affirmative action, shared leave, reasonable accommodations, employee/labor relations, handling grievances, leave administration, corrective/disciplinary actions, workplace investigations, and performance management.• Supervision of one (1) Human Resources Consultant Assistant 2.• Interpretation of Collective Bargaining Agreements (CBA’s) for Teamsters Local 117 and the Washington Federation of State Employees (WFSE).• Management of full lifecycle talent acquisition processes for assigned divisions.