Specifications include, but are not limited to: Meet with TARC human resources department and the senior leadership management to review/discuss and finalize needs assessment and project goals, process, schedule, and other administrative duties. Review and analyze existing compensation/grade scales and job descriptions. Make recommendations for updates and/or changes to existing policies, practices, and other information. Develop, design, and recommend a compensation program in consultation with TARC human resources staff that aligns with TARC’s strategic plan, operations, competitive outlook, and complements our vision to be the employer of choice including but not limited to: target comparison market, internal equity assessment, competitive salary analysis, index or standards for the cost of living comparison, longevity pay, and pay for performance. Review classifications for proper classification as exempt or nonexempt in accordance with Fair Labor Standards Act (FLSA) standards. Conduct a total compensation comparison that reviews key benefit components to provide a total compensation comparison with the identified target market and provide recommendations based on data.