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Classification Compensation Jobs in Missouri (NOW HIRING)

ETS-Lindgren GmbH

Manager Compensation

Saint Louis, MO · On-site

$140 - $155/hr

The Manager Compensation is a hands‑on, strategic role responsible for designing, administering ... classification, pay practices, and compliance risk mitigation. * Experience with public company ...

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Walmart

(USA) Director, Total Rewards

Noel, MO · On-site

$110K - $220K/yr

The Director, Executive Compensation is responsible for supporting the overall direction of the ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

(USA) Director, Total Rewards

Cassville, MO · On-site

$110K - $220K/yr

The Director, Executive Compensation is responsible for supporting the overall direction of the ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

(USA) Director, Total Rewards

Anderson, MO · On-site

$110K - $220K/yr

The Director, Executive Compensation is responsible for supporting the overall direction of the ... The amount you receive depends on your job classification and length of employment. It will meet or ...

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Showing results 1-20

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 Aug 7, 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
Infographic showing various Classification Compensation job openings in Missouri as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $107,617 per year, or $51.7 per hour.

VCS - Human Resources Specialist - Classification

SD Department of Veterans Affairs

Saint Louis, MO • On-site

$73K/yr

Other

Posted 11 days ago

Job description

Now hiring:

The Veterans Canteen Service (VCS) Central Office, located at the Jefferson Barracks VA Medical Center in St. Louis, MO, is currently recruiting for the Human Resources Specialist - Classification position within our Human Resources Division.

Qualifications:
  • Relevant Human Resources Experience: Bachelor's degree OR a minimum of three (3) years of general Human Resources experience demonstrating strong analytical, organizational, and communication skills, OR equivalent leadership experience in a food or retail environment.
  • Human Resources Knowledge: Working knowledge of HR principles, practices, and procedures, with the ability to interpret and apply HR policies, guidelines, and regulations.
  • Federal HR Expertise: Experience applying Federal Human Resources regulations, including 38 U.S.C. 7802, Title 5, and Title 38, in support of HR operations and decision-making.
  • Collaboration & Relationship Building: Ability to work effectively with Human Resources professionals across Veterans Canteen Service (VCS) and Veterans Health Administration (VHA), while clearly communicating and supporting VCS hiring policies and procedures.
  • Communication Skills: Excellent verbal and written communication skills, with the ability to present information clearly and professionally to employees, managers, and leadership.
  • Core HR Functional Knowledge: Experience in one or more core Human Resources functions, including Personnel Actions, Recruitment and Placement, Classification, Compensation and Benefits, Employee and Labor Relations, Training, and Reasonable Accommodation.
  • HR Consultation & Guidance: Ability to provide guidance and recommendations to managers and senior leaders on Human Resources policies, procedures, and best practices.
  • Organization & Time Management: Strong organizational skills with the ability to manage multiple priorities, meet deadlines, and adapt to changing business needs in a fast-paced environment.
  • Microsoft Office Proficiency: Minimum intermediate-level proficiency in the Microsoft Office Suite, including Outlook, Word, Excel, and PowerPoint, with the ability to create and edit documents, analyze data, develop presentations, manage calendars and email communications, and utilize these tools to support daily business operations efficiently.
Education:Employment Type: OTHER

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