Public Sector Human Capital Advisory

As a public sector leader, you face daunting challenges in attracting, hiring, developing, motivating and sustaining a talented, highly-engaged workforce. Building the human capital resiliency you need to achieve your mission is at the core of everything Baker Tilly does.

    At a glance

    Change is all around us: the coming wave of retiring baby boomers; the influx of younger, mobile, socially aware workers; the erosion of corporate loyalty, evolving pay and benefit expectations; the emergence of the virtual workplace – and these are moving targets. Successful government executives at all levels – large and small, urban and rural – are rising to meet these trends and issues with adaptability and innovation. Baker Tilly’s Value Architects™ are here to help solve today's workforce challenges and address tomorrow's opportunities.

    Through a comprehensive breadth of service offerings, our public sector human capital team is committed to providing creative, practical and cost-effective solutions to address your talent management needs. We empower you to make sound decisions and take purposeful action through a holistic approach to evaluating and executing on your organizational goals and objectives.

    Recognizing that your organization's most important resource is its people, our solutions focus on protecting and enhancing the value of this asset. Working with Baker Tilly means that whether you need to conduct a strategic recruitment, transform your human resources (HR) operations, modernize your pay plan, strengthen organizational culture, elevate employee engagement or upgrade your HR technology, our team is ready to be your collaborative ally in the journey.

    Organizational management consulting

    Architects meet to discuss new real estate development
    • Organizational improvement studies
    • Staffing level analyses
    • Resource sharing, collaboration and intergovernmental cooperation

    Classification and compensation consulting

    Board meeting at a conference table
    • Classification review
    • Job analysis and evaluation
    • Job architecture/career ladders
    • Fair Labor Standards act (FLSA) analysis
    • Job description development
    • Market study: base pay, benefits or total compensation
    • Base pay structure design
    • Pay equity analysis
    • Gender/race equity review
    • Compression analysis
    • Implementation cost analysis
    • Pay policy/practices review
    • Compensation philosophy training/development
    • Compensation training for managers
    • Employee satisfaction surveys

    By the numbers


    compensation-related projects since 2012


    states with projects completed


    years of experience