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Classification Compensation Jobs in Florida (NOW HIRING)

Travel + Leisure Co.

Compensation Analyst

Orlando, FL · On-site

Support job architecture initiatives and ensure consistency in role classification. Compensation Programs Administration * Assist in the annual compensation cycle (merit, bonus, equity planning)

Travel + Leisure Co.

Compensation Analyst

Orlando, FL · On-site

Support job architecture initiatives and ensure consistency in role classification. Compensation Programs Administration * Assist in the annual compensation cycle (merit, bonus, equity planning)

Travel + Leisure Co.

Compensation Analyst

Orlando, FL · On-site

Support job architecture initiatives and ensure consistency in role classification. Compensation Programs Administration * Assist in the annual compensation cycle (merit, bonus, equity planning)

MyFlorida

CLASSIFICATION OFFICER

Raiford, FL · On-site

$49K/yr

CLASSIFICATION OFFICER Pay Plan: Career Service Position Number: 70003465 Salary: $49,371.14 ... Deferred Compensation * Recently Retired? Beginning July 1, 2024, there is no longer a reemployment ...

MyFlorida

CLASSIFICATION OFFICER

Raiford, FL · On-site

$49K/yr

CLASSIFICATION OFFICER Pay Plan: Career Service Position Number: 70003465 Salary: $49,371.14 ... Deferred Compensation * Recently Retired? Beginning July 1, 2024, there is no longer a reemployment ...

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All JobsClassification Compensation JobsClassification Compensation Jobs in Florida

Classification Compensation information

What are the 7 levels of the job title hierarchy?

In classification and compensation roles, the job title hierarchy typically includes seven levels: entry-level, associate, specialist, senior, lead, manager, and director. These levels reflect increasing responsibility, expertise, and scope of work, and are used to structure pay grades and career progression within organizations.

What are the four types of compensation?

In classification and compensation roles, the four main types of compensation are base pay, which is the fixed salary or hourly wage; variable pay, such as bonuses and incentives; benefits, including health insurance and retirement plans; and non-monetary rewards like recognition and career development opportunities. These components together help organizations attract, motivate, and retain employees based on job value and performance.

What are the 4 categories of employment?

In classification and compensation roles, employment is typically divided into four categories: full-time, part-time, temporary, and contract. These categories determine work hours, benefits, and job stability, and understanding them helps in job planning and negotiations.

What is job classification in compensation?

Job classification in compensation is the process of categorizing jobs into specific groups based on duties, responsibilities, and required skills. It helps establish pay structures and ensures internal equity by standardizing job roles across an organization. This system often involves job descriptions, grading, and the use of classification tools or guides.

What is classification and compensation in human resources?

Classification and compensation refers to the process of evaluating and organizing jobs within an organization to ensure employees are paid fairly and consistently according to their job responsibilities, qualifications, and market value. This involves categorizing positions into job families or grades (classification) and determining appropriate salary ranges and benefits (compensation). HR professionals in this area analyze job descriptions, conduct market research, and help develop pay structures that support organizational goals and compliance with labor laws.

What are the key skills and qualifications needed to thrive as a Classification Compensation Specialist, and why are they important?

To excel as a Classification Compensation Specialist, you need a solid understanding of job analysis, compensation structures, and HR regulations, typically supported by a bachelor's degree in human resources or a related field. Familiarity with HR information systems (HRIS), compensation analysis software, and market survey tools is common in this role. Attention to detail, analytical thinking, and strong communication skills help professionals interpret data and explain compensation decisions clearly. These skills ensure fair and competitive pay practices that support organizational goals and maintain employee satisfaction.

What is the difference between Classification Compensation vs Compensation Analyst?

AspectClassification CompensationCompensation Analyst
Required CredentialsTypically requires HR or compensation certification, knowledge of job classification systemsRequires compensation certifications, analytical skills, and understanding of pay structures
Work EnvironmentOften within HR departments, focusing on job structure and classification systemsWorks in HR or compensation teams, analyzing pay data and market trends
Employer & Industry UsageUsed across various industries for job evaluation and classificationCommonly employed in organizations to develop and manage compensation programs

Classification Compensation focuses on categorizing jobs and establishing pay grades, while Compensation Analysts analyze market data to develop competitive pay structures. Both roles are essential in HR but serve different functions within compensation management.

How does a Classification Compensation specialist typically collaborate with HR and department managers to maintain equitable pay structures?

Classification Compensation specialists work closely with HR teams and department managers to gather job data, analyze roles, and ensure pay structures are fair and compliant with regulations. They often facilitate job evaluations, review market salary data, and provide recommendations for adjustments or reclassifications. Regular meetings and open communication are essential, as specialists must balance organizational budget constraints with employee retention and satisfaction goals. This collaborative approach helps maintain consistency, transparency, and equity in compensation across the organization.
What are popular job titles related to Classification Compensation jobs in Florida? For Classification Compensation jobs in Florida, the most frequently searched job titles are:
What job categories do people searching Classification Compensation jobs in Florida look for? The top searched job categories for Classification Compensation jobs in Florida are:
What cities in Florida are hiring for Classification Compensation jobs? Cities in Florida with the most Classification Compensation job openings:
Classification Compensation jobs near you
Infographic showing various Classification Compensation job openings in Florida as of July 2026, with employment types broken down into 1% As Needed, 68% Full Time, 26% Part Time, 2% Temporary, and 3% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution.

Human Resources Partner (Classification and Compensation)

Hillsborough County - Board of County Commissioners

Tampa, FL • On-site

$65K/yr

Full-time

Posted 17 days ago

Job description


Salary: $65,000
Job Overview
This is a strategic and analytical human resources position responsible for advancing classification and compensation programs. This position serves as a trusted consultant to departments and leadership, aligning classification and compensation strategies with organizational priorities, workforce planning, and fiscal considerations. This position proactively evaluates organizational structures, classification frameworks, and compensation practices to ensure internal equity, external competitiveness, and compliance with applicable laws and policies. This role emphasizes data-driven decision-making, innovation, and continuous process improvement to modernize HR practices and anticipate future workforce needs. This position acts as a change agent, analytical advisor, and strategic partner - leveraging curiosity, insight and forward-thinking approaches to recommend solutions that enhance organizational effectiveness and sustainability. This role also leads and manages complex HR projects related to classification, compensation, and organizational design, ensuring initiatives are executed efficiently, on time, and aligned with County priorities.
Minimum Qualifications Required
  • Graduation from an accredited four-year degree granting college or university in Human Resources Management, Business Administration/ Management, Public Administration, Social Sciences or in any Behavioral Sciences; and
  • Five years of management, supervision, or high-level project management with experience in one or more functions of Human Resources; or
  • An equivalent combination of education (not less than possession of a high school diploma/GED), training and experience that would reasonably be expected to provide the job-related competencies noted above.

Ideal Candidate Statement
The ideal candidate is a strategic, intellectually curious human resources professional with a passion for using data to inform decision-making. They possess advanced analytical and critical thinking skills, enabling them to evaluate complex information, identify root causes, and develop practical, forward-looking solutions. This individual is innovative and committed to continuous process improvement, with experience in modernizing HR practices and enhancing service delivery, including the thoughtful and responsible use of AI and emerging technologies to improve analysis, efficiency, and decision support. They are an effective project manager who can lead cross-functional initiatives, manage competing priorities, and deliver results. The ideal candidate is collaborative, influential, and capable of advising leadership while anticipating future workforce and organizational needs.
Core Competencies
  • Customer Commitment - Proactively seeks to understand the needs of the customers and provide the highest standards of service.
  • Dedication to Professionalism and Integrity - Demonstrates and promotes fair, honest, professional and ethical behaviors that establishes trust throughout the organization and with the public we serve.
  • Organizational Excellence - Takes ownership for excellence through one's personal effectiveness and dedication to the continuous improvement of our operations.
  • Success through Teamwork - Collaborates and builds partnerships through trust and the open exchange of diverse ideas and perspectives to achieve organizational goals

Duties and Responsibilities
Note: The following duties are illustrative and not exhaustive. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Depending on assigned area of responsibility, incumbents in the position may perform one or more of the activities described below.
Classification & Compensation Operations
  • Conduct job analysis, classification reviews, and compensation studies to ensure roles are accurately defined, appropriately classified, and competitively compensated.
  • Evaluate organizational structures and recommend changes that improve efficiency, accountability, and alignment with County objectives.

Data Analytics & Workforce Insights
  • Analyze internal and external labor market data, compensation benchmarks, and workforce trends to inform recommendations.
  • Develop and present data-driven insights and modeling to support strategic workforce planning.
  • Identify patterns, root causes, and emerging trends (e.g., compression) and recommend proactive solutions.

Consultation & Partnership
  • Serve as a subject matter expert in classification and compensation, advising leadership on complex organizational and pay-related issues.
  • Translate technical HR concepts into clear, actionable recommendations for diverse audiences.
  • Collaborate with HR sections and departmental leadership to implement integrated solutions.

Project Management
  • Lead and manage classification and compensation projects from initiation through implementation, including, but not limited to job studies, pay plan updates, and organizational redesign efforts.
  • Develop project scopes, timelines, milestones, and deliverables to ensure successful execution of HR initiatives.
  • Monitor project progress, identify risks, and implement mitigation strategies to ensure timely and effective outcomes.
  • Utilize data and performance metrics to evaluate project success and inform continuous improvement efforts.
  • Prepare and present project updates, findings, and recommendations to leadership and stakeholders.

Innovation & Process Improvement
  • Continuously evaluate existing classification and compensation processes to identify inefficiencies and opportunities for improvement.
  • Design and implement innovative approaches, tools, and methodologies to enhance service delivery and outcomes.
  • Leverage technology and data systems to improve accuracy, transparency, and accessibility of HR information.
  • Lead process improvement initiatives using structured project management methodologies to enhance efficiency, consistency, and service delivery.

Strategic & Forward-Thinking Initiatives
  • Anticipate future workforce and organizational needs by monitoring trends in public sector compensation, labor markets, and workforce expectations.
  • Support long-term planning efforts, including pay plan development, total rewards strategies, and organizational design.
  • Contribute to policy development and modernization of classification and compensation practices.
  • Manage long-range and high-impact HR projects that support workforce planning, organizational effectiveness, and compensation strategy.

Communication & Change Management
  • Prepare and deliver reports, presentations, and recommendations to leadership and stakeholders.
  • Lead or support change initiatives related to classification, compensation, and organizational restructuring.
  • Facilitate discussions that build understanding, alignment, and support for recommended changes.

Job Specifications
  • Curiosity & Continuous Learning: Actively seeks to understand complex issues, asks insightful questions, and remains current on emerging trends in classification and compensation.
  • Analytical Thinking: Uses data, research, and quantitative analysis to evaluate information, identify trends, and develop evidence-based solutions.
  • Critical Thinking: Applies sound judgment to analyze complex and sometimes ambiguous information, identify root causes, evaluate alternatives, and develop well-reasoned, strategic recommendations that align with organizational goals.
  • Strategic Foresight: Anticipates future organizational and workforce needs and aligns HR strategies accordingly.
  • Innovation: Challenges conventional approaches and develops creative, practical solutions to improve outcomes.
  • Process Improvement: Continuously evaluates and enhances workflows, systems, and methodologies for efficiency and effectiveness.
  • Project Management: Plans, organizes, and leads complex projects by establishing clear objectives, managing timelines and resources, coordinating stakeholders, and ensuring successful delivery of results.
  • Consulting & Influence: Builds trust and credibility while guiding leaders through complex decisions using clear, persuasive communication.
  • Business Acumen: Understands the intersection of HR strategy, operations, and fiscal constraints within a public sector environment.
  • Managing Complexity: Business methodology that deals with the analysis of the intricate behavior, culture and politics pertaining to all business processes. Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems; Asks the right questions to accurately analyze situations; Acquires data from multiple and diverse sources when solving problems; Uncovers root causes to difficult problems; Evaluates pros and cons, risks and benefits of different solution options.
  • Communicating Effectively: Two-way process of mutual understanding. Effectively communicating both orally and in writing with audiences at every level to provide clear understanding of the actions necessary or connection to objectives; Deciphering verbal and written communications to determine the root cause and/or understanding of the underlining objectives that must be accomplished.
  • Business Insight: Applying knowledge of business to advance the organization's goals. Knows how the businesses work and how they make money to leverage effective strategy execution; Keeps up with current and possible future policies, practices, and trends in the organization, with the competition, and in the marketplace in which we compete; uses knowledge of business drivers and how strategies and tactics play out in the Organization guide actions.
  • Global Perspective: Taking a broad view when approaching issues, using a global lens. Looks toward the broadest possible view of an issue or challenge; Thinks and talks in global terms; understands the position of the organization within a global context; knows the impact of global trends on the organization.

Working Conditions and Physical Demands
  • Work is performed in a standard office environment with occasional meetings and presentations.
  • May require limited local travel and occasional attendance at evening meetings or public sessions.

Work Category
  • Sedentary work - Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the employee sits most of the time, the job is rated for light work.

Emergency Management Responsibilities
In the event of an emergency or disaster, an employee may be required to respond promptly to duties and responsibilities as assigned by the employee's department, the County's Office of Emergency Management, or County Administration. Such assignments may be for before, during or after the emergency/disaster.

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