Shire Jobs

The duties listed below are not all of the duties that may be assigned but are those that are considered as essential for an employee to perform.

• Process Personnel Action Forms (PAFs) related to salary adjustments, incentive payments, and changes related to position, job class, salary grade, pay codes, exemption status, and salary gl account # into Munis. Execute proficient and timely keying of manual entry into Munis. Execute applicable mass uploads (e.g. incentive lump sum). Coordinate with IT for mass pay changes; create data files for upload, testing, and review data for accuracy; Audit PAF prior to entry into Munis System; including review, verify, correcting, and communicating with departments and/or HR leadership as needed to rectify identified issues. Activities will require communication with other departmental staff on accuracy, intent, and instructions concerning submitted paperwork.
• Conduct salary placement requests submitted by other County departments, ensuring the maintenance of the County's pay philosophy and to the greatest extent possible, pay equity among County personnel; will require back and forth communication with all levels of County personnel.
• Participate in salary equity reviews and salary reviews, internally and with outside entities. Additionally, participate in HR surveys exercising sound technical judgement in comparing job classification descriptions; work on performance and compensation projects as assigned. Performs related HR tasks as required; requires communication with outside agencies and consulting firms.
• Complete pay adjustment forms for any applicable retroactive payments owed/due. Scan PAFs and supporting personnel documents into employees electronic file (Laserfiche); complete compliance and regulatory reports including BLS, NCDHHS New Hires, NC OSHR Salary Plan reporting, EEO Utilization report.
• Calculate, establish, and maintain the County Pay Plan, in accordance with Leadership directives. This includes the salary grade and pay range list, as well as the corresponding job classification list; routinely review and recommend updates to the County's pay plan narrative.
• Work collaboratively with other HR staff to accomplish departmental and County goals and objectives; build and maintain relationships with all County stakeholders; additional duties as required.

**Minimum Qualifications: Graduation with a Bachelor's Degree from an accredited college or university in HR Management, Public Administration, Organizational Management, or other related field with at least five (5) years of human resources experience, to include two (2) years of classification, compensation, and HRIS management is required.

Must be very capable in Excel with the analytical expertise to mine data for surveys, compensation analyses, pay equity, etc. Must also be an outstanding communicator with strong relationship building skills. **