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Classification Compensation Jobs in Michigan (NOW HIRING)

KLA-Belgium

Trade Classification Lead

Ann Arbor, MI · On-site

$120 - $204/hr

Develop and provide classification guidance and training to teams across enterprise. * Other tasks ... USA-MI-Ann Arbor-KLA Compensation and Benefits KLA's total rewards package for employees may also ...

SW North America, Inc.

MI · On-site

Classification & Compensation * The position is full-time, permanent and exempt * The pay range varies, depending on experience, skills, abilities, and length of service with the Company

Sylvania

Interim Human Resources Director

Swartz Creek, MI · On-site

$70 - $90/hr

Directs district-wide human resource activities that include labor/employee relations, recruiting, selection, classification, compensation, benefits, training, organizational development, personnel ...

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Classification Compensation information

See Michigan salary details

$30.9K

$100K

$147.7K

How much do classification compensation jobs pay per year?

As of Sep 5, 2026, the average yearly pay for classification compensation in Michigan is $99,998.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,700.00 and $115,500.00 per year, depending on experience, location, and employer.

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.

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 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.

What are popular job titles related to Classification Compensation jobs in Michigan?

For Classification Compensation jobs in Michigan, the most frequently searched job titles are:

What job categories do people searching Classification Compensation jobs in Michigan look for?

The top searched job categories for Classification Compensation jobs in Michigan are:

What cities in Michigan are hiring for Classification Compensation jobs?

Cities in Michigan with the most Classification Compensation job openings:

Classification Compensation jobs near you

Compensation Specialist

Wayne State University

Detroit, MI

Full-time

Posted 23 days ago

Wayne State University rating

7.6

Company rating: 7.6 out of 10

Based on 20 frontline employees who took The Breakroom Quiz

293rd of 630 rated colleges and universities

Job description

Job Purpose
 
The Compensation Specialist will assist in the development, administration, analysis, and maintenance of compensation programs that support organizational goals, promote internal equity, and ensure market competitiveness. This position supports compensation studies, job evaluations, salary analyses, and classification reviews while ensuring compliance with applicable federal, state, and organizational policies. The Compensation Specialist partners with leadership, Human Resources, and department managers to provide guidance on compensation practices, position management, and workforce planning initiatives. This position reports toi the Senior Director, Total Rewards.
 
 
Essential Functions
 
Supports the survey resources, completes compensation surveys, manages survey schedules, and contacts.  Research and propose new survey resources. 
 
Provides compensation metrics, reports, and tools to inform compensation program decisions. 
 
Ensures compensation practices comply with federal, state, and local laws, and helps communicate pay policies to staff.
 
Research emerging compensation trends, best practices, and legislative changes affecting compensation administration.
 
Conduct job analyses and evaluations to determine appropriate job classifications, salary grades, and Fair Labor Standards Act (FLSA) status.
 
Review and evaluate position descriptions to ensure consistency, accuracy, and alignment with organizational standards.
 
Consults with compensation team on the appropriate classification of positions, determination of compensation level, FLSA status and salary ranges, etc. 
 
Maintains compensation systems, tables and databases.
 
Provides research and assists in the application and interpretation of human resources policies, legal and union contract compliance and market data.
 
Maintain confidentiality of sensitive employee, organizational, and compensation information.
 
Assist in the administration of the annual pay programs. 
 
Provides analytical support for ad hoc research and compensation initiatives.  
 
Perform other duties as required.
 
 
WORK CONTEXT
 
Job Reports to: Director.
 
Leadership Accountability: Implements operating plans.
 
Customer Accountability: Interfaces with customers inside the S/C/D.
 
Freedom to Act: Subject to general input from supervisor.

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