HR Salary and Compensation Consultant Services

The Vendor is required to provide to conduct a comprehensive review of job classifications and compensation practices, and to implement an updated compensation structure that reflects current market conditions and organizational needs.
- Provide to all applicable federal, state and local laws, with the experience, capabilities and proven qualifications to provide HR Consultant services, including salary and compensation studies and analysis services.
- The consultant shall provide HR staff with documentation, tools, and templates to support ongoing evaluation of new and evolving positions, ensuring agency can independently maintain and update the compensation system.
- This may include answering questions, advising on implementation steps, and assisting with any emerging needs related to compensation adjustments—such as creating a new position or revisiting compensation for an existing position or category of positions.
- The conduct of a comprehensive review and revision (as necessary) of all job descriptions to ensure that each benchmarks with similar jobs internally and externally.
- The consultant shall identify and justify the sources of market data used for benchmarking and recommend a schedule for future market reviews to ensure pay grades remain competitive.
- The consultant shall analyze pay compression and parity across similar roles and provide recommendations to address any identified issues.
- This review will comprise of approximately 95 jobs in the following job groupings: Asset Management, Building Services, Client and Community Services, Development, Executive Office, Finance, General Counsel, Housing Operations, Information Technology, Internal Resources, Procurement, Special Programs.
- To conduct a competitive market pricing survey to understand the current external equity levels with a proposal for future maintenance based on market movements.
- Conduct a comprehensive review and revision (if necessary) of all job descriptions to ensure that each benchmarks with similar jobs in the market.
- Training of selected staff to ensure future maintenance of the Job Evaluation and Classification systems and to administer it effectively, without ongoing reliance upon a consultant.
- Job Evaluation – Based on approved job descriptions and meetings with relevant personnel, jobs must be evaluated by the consultant using a recommended job grading methodology.
- Compensation Survey – To conduct a survey with companies in the various spheres of FWHS’s business; which includes quasi-governmental agencies, other housing authorities.
- Communication Plan - The consultant shall develop a communication plan to support stakeholder understanding and acceptance of compensation changes, including presentations to HR, leadership, and the Board.

- Contract Period/Term: 1 year
- Questions/Inquires Deadline: January 14, 2026