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Classification Compensation Jobs in Missouri (NOW HIRING)

Walmart

Senior Analyst, Claims Litigation

Anderson, MO ยท On-site

$70K - $130K/yr

The Senior Analyst, Claims Litigation, manages complex workers' compensation and general liability ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Senior Analyst, Claims Litigation

Cassville, MO ยท On-site

$70K - $130K/yr

The Senior Analyst, Claims Litigation, manages complex workers' compensation and general liability ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Senior Analyst, Claims Litigation

Noel, MO ยท On-site

$70K - $130K/yr

The Senior Analyst, Claims Litigation, manages complex workers' compensation and general liability ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

Washington, MO

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

Brookfield, MO

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

Troy, MO

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

Kansas City, MO

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

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All JobsClassification Compensation JobsClassification Compensation Jobs in Missouri

Classification Compensation information

See Missouri salary details

$33.3K

$107.6K

$159K

How much do classification compensation jobs pay per year?

As of Jun 19, 2026, the average yearly pay for classification compensation in Missouri is $107,617.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,000.00 and $124,300.00 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.

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 Missouri? For Classification Compensation jobs in Missouri, the most frequently searched job titles are:
What job categories do people searching Classification Compensation jobs in Missouri look for? The top searched job categories for Classification Compensation jobs in Missouri are:
What cities in Missouri are hiring for Classification Compensation jobs? Cities in Missouri with the most Classification Compensation job openings:
Classification Compensation jobs near you
Specialist, Classification and Compensation

Specialist, Classification and Compensation

Lindenwood University

Saint Charles, MO โ€ข On-site

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 16 days ago

Job description

Welcome to Career Opportunities at Lindenwood University.
PLEASE READ: For all applications, please include your resume and cover letter. You may skip the "Quick Apply" page by simply clicking "Next" at the bottom of the page. When you arrive at the "Experience" page, you may upload all desired documents using the upload box labeled "Resume/CV." This is the appropriate box to upload all documents.
Benefits of Being a Lindenwood Employee:
  • Upon hire, employer-paid tuition benefits for bachelor's (employee, spouse, and dependent) and master's degree programs (employee and spouse only).
  • Tuition discounts for doctoral programs (employee only).
  • Comprehensive benefits plan: medical, dental, vision, life insurance, disability insurance, and retirement options.
  • Paid holidays: MLK Jr. day, Good Friday, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving break (Wednesday - Friday), and winter break (Dec. 23 - Jan. 1).
  • Free lunch Fridays: LU employees are eligible for a free meal on Fridays at the Evans Commons Dining Hall or Spellman Dining Hall; Chick-fil-A and Qdoba included.
  • Professional development opportunities through the Lindenwood Learning Academy.

JOB TITLE SUMMARY
Job Title: Specialist, Classification and Compensation
Division: Human Resources
Evaluation Group: Staff
FLSA Status: Exempt
Reports To: Assistant Vice President, Human Resources
Positions Supervised: N/A
Job Summary
The classification and compensation specialist oversees and administers employee compensation programs and position control.
Essential Job Functions and Performance Indicators
The intent of this job description is to provide a representation of the types of duties and level of responsibility that will be required of positions given this title. This job description shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.
Job Responsibilities and Execution
  • Manages the development, implementation, and administration of the University's classification and compensation programs
  • Conducts market salary research and benchmarking positions against external data; Serves as the institution's primary administrator for compensation surveys, ensuring timely and accurate participation in local, regional, industry-specific, and higher education salary surveys
  • Establishes internally equitable compensation rates while keeping in line with the external market
  • Develops, reviews, and maintains job descriptions to ensure accurate documentation of essential functions, qualifications, reporting relationships, and compensation alignment
  • Reviews new and existing positions to ensure accurate FLSA exemption status and proper job classification for alignment with regulations and organizational structure
  • Approves new hire recommendations, salary offers, and data inputs within Workday to ensure compliance with University policies and wage and hours laws
  • Ensures compliance with applicable federal, state, and local compensation-related laws and regulations, including the Fair Labor Standards Act (FLSA), Equal Pay Act, and other relevant employment laws across the various states in which the University operates
  • Leverages Workday and Adaptive Insights to ensure position control, adherence to personnel budget, and accurately track personnel changes and funding
  • Collaborates with HR leadership and HRIS to develop Workday Adaptive Insights and Workforce Planning to accurately assess the current competition and forecast future demand for qualified professionals
  • Facilitates faculty and staff raise increase process, reviews raise recommendations and distributes accurate faculty agreements and staff raise letters
  • Works closely with HR leadership in managing all position allocations and reorganizations
  • Conducts periodic audits of compensation programs and practices to identify opportunities for improvement
  • Maintain accurate compensation records and documentation
  • Utilize HRIS and reporting tools to support compensation planning and decision-making

Service Excellence
  • Supports University leaders by conducting staffing-related research and data analysis aimed at aligning workforce needs with University initiatives
  • Supports the mission of the University and serves as an ambassador of the Q2 culture of service excellence
  • Models, supports, and holds others accountable to the University's values
  • Builds rapport with leaders across the university, communicating in a concise, customer-focused manner
  • Provides training and guidance on compensation practices, salary administration, and job classification processes

Communication, Teamwork, and Collaboration
  • Provides guidance and education to HR liaisons and department managers on pay decisions, salary offers, policy, and guideline interpretation and job evaluation
  • Collaborates with managers to determine staffing needs, designs and adjusts salary structures, and develops policies and procedures related to the compensation program
  • Prepares communication related to compensation
  • Lead or support special projects related to compensation, organizational effectiveness, and workforce strategy.
  • Participate in HR system implementations, upgrades, and process improvement efforts.

Job may require other duties as assigned.
Required Qualifications - An equivalent combination of education, training, and experience will be considered. Additional requirements may be designated by position.
  • Master's degree in business administration, human resources, or related field
  • Minimum of 3 years' prior relevant work experience
  • Experience conducting pay equity analyses and compensation program design
  • CCP from World at Work organization preferred
  • Minimum of 2 years' higher education experience preferred
  • Experience with Workday preferred

Knowledge, Skills, and Abilities - May be representative, but not all inclusive, of the knowledge, skills, and abilities necessary to perform this job competently.
  • Demonstrated ability to work effectively with individuals from diverse communities and cultures
  • Knowledge of compensation principles, practices, and methodologies.
  • Knowledge of job evaluation, classification systems, and understanding of labor market trends
  • Demonstrated Microsoft Office skills, including advanced Excel skills
  • Demonstrated effective attention to detail
  • Demonstrated effective analytical and problem-solving skills
  • Ability to analyze large data sets and present findings to various audiences
  • Ability to effectively preserve confidentiality and exercise discretion
  • Knowledge of government regulations as they apply to HR and compensation programs, including knowledge of federal and state wage and hour laws
  • Analytical skills to facilitate understanding and application of research and statistics in report writing and decision making
  • Ability to prioritize multiple goals with competing deadlines
  • Excellent written and verbal communication skills

Work Environment - Environmental or atmospheric conditions commonly associated with the performance of this job's functions. Please click here to view Lindenwood University's flexible work designation descriptions.
  • General office setting
  • Standard Flex (Routine flexible remote work scheduling with 3 days on-campus after initial training period)

Physical Abilities - The physical demands described below are representative of those that must be met by an employee to successfully perform this job's essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
  • Ability to work effectively at a computer for up to eight hours daily
  • Ability to sit for extended periods of time
  • Regular attendance is a necessary and essential function

Equal Opportunity Employer
Lindenwood University is an Equal Opportunity employer. The University complies with appropriate federal, state, and local laws and provides equal employment opportunities and access to educational programs without regard to race, color, religion, gender, age, sexual orientation, gender identity, national origin, veteran status, disability, or any other protected status to all qualified applicants and employees. Lindenwood University is committed to a policy of non-discrimination and dedicated to providing a positive discrimination-free educational work environment.

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