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Classification Compensation Jobs in Oregon (NOW HIRING)

ATD Technology LLC

Compensation Analyst

Portland, OR · On-site

This includes job analysis and design, job classification review, workforce management, systems support and development, and maintenance of compensation tools and documentation. This position works ...

A-LIGN External

Sales Compensation Analyst

OR · On-site +1

Reports to Sales Compensation Manager Pay Classification Full-Time, Exempt Responsibilities * Support the administration and execution of sales compensation programs and incentive plans across the ...

State of Oregon

Chief Human Resources Officer

Salem, OR · On-site

$154.95 - $240.07/hr

Lead development and interpretation of policies, rules, and classification/compensation frameworks that serve as the foundation for HR across all state agencies.* **Advance enterprise workforce ...

State of Oregon

Chief Human Resources Officer

Salem, OR · On-site

$13K - $21K/mo

Lead development and interpretation of policies, rules, and classification/compensation frameworks that serve as the foundation for HR across all state agencies. * Advance enterprise workforce ...

City of Sarasota

$45.88/hr

Responsible for programs and activities associated with recruitment, classification, compensation and benefits, training and development, labor relations, equal employment opportunity (EEO) and ...

State of Oregon

Human Resources Director

Salem, OR · On-site

$107.18 - $165.79/hr

Experience in core HR functions: talent acquisition, performance management, investigations, and classification & compensation.* Experience interpreting and applying laws, rules, policies, and ...

State of Oregon

Human Resources Director

Salem, OR · On-site

$9.6K - $14K/mo

Experience in core HR functions: talent acquisition, performance management, investigations, and classification & compensation. * Experience interpreting and applying laws, rules, policies, and ...

City of Portland

HR Business Partner

Portland, OR · On-site

$113K - $160K/yr

... classification, compensation, EEO/affirmative action Experience applying federal, state and local laws, regulations and court decisions applicable to areas of assigned responsibilities. Experience ...

City of Portland, OR

HR Business Partner

Portland, OR · On-site

$113K - $160K/yr

... classification, compensation, EEO/affirmative action. * Experience applying federal, state and local laws, regulations and court decisions applicable to areas of assigned responsibilities.

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All JobsClassification Compensation JobsClassification Compensation Jobs in Oregon

Classification Compensation information

See Oregon salary details

$37.5K

$121.3K

$179.2K

How much do classification compensation jobs pay per year?

As of Aug 21, 2026, the average yearly pay for classification compensation in Oregon is $121,303.00, according to ZipRecruiter salary data. Most workers in this role earn between $101,500.00 and $140,100.00 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 Oregon?

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

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

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

What cities in Oregon are hiring for Classification Compensation jobs?

Cities in Oregon with the most Classification Compensation job openings:

Classification Compensation jobs near you
Infographic showing various Classification Compensation job openings in Oregon as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $121,303 per year, or $58.3 per hour.

Compensation Analyst

ATD Technology LLC

Portland, OR • On-site

Contractor

Re-posted 19 hours ago

Job description

Description:

8-5 with lunch. Flexibility available

  • Bachelors in Human Resources or related field (or equivalency in Education/ Experience/ Training)
  • Two years of HR administration experience
  • Preferred: Experience in compensation administration related activities and Experience with union contracts
  • Knowledge of HR principles and practices
  • Knowledge and experience with compensation programs/principle such as classifications, salary surveys, compensation structures, etc
  • Ability to handle superior level of confidentiality concerning employee information.
  • Intermediate level experience with Excel
  • Ability to manage small projects from concept to implementation. Can take a set of requirements to define and scope a project, develop a plan, implement the plan and then bring closure to the project through a review.

The Compensation Analyst provides professional-level assistance in the development, installation, cost analysis, and administration of the OHSU compensation program. This includes job analysis and design, job classification review, workforce management, systems support and development, and maintenance of compensation tools and documentation.

This position works closely with HR Business Partners and HR staff by serving as a compensation resource for the interpretation, application, and administration of internal and external compensation-related policies and guidelines.

  1. Compensation Consultation, Review and Analysis –
    a. Consults with managers and HR staff in creating and/or revising position descriptions. In some cases, requires writing draft position description as a starting point.
    b. With support from senior team members, recommends classifications and salary grades for new and revised positions. This requires research of available market data or internal sources to create a new classification and grade assignment.
    c. Provides guidance and consultation to HR partners on actual pay consideration; may be related to new hire offers, job reclassification, internal development, equity, merit or other considerations. Requires knowledge and familiarity with structure, equity and compa-ratio analysis.
    d. Provides support to HR and management staff concerning interpretation of compensation practices and guidelines.
  2. Compensation Administration
    a. Responsible for accurate review and timely processing of requests requiring compensation approval or oversight, e.g., new positions, reclassification requests, special pay changes, one-time payments, HRIS/Compensation Audits.
    b. Serves as a technical resource for compensation-related policy and guidelines. Includes providing accurate and timely consultation to managers and employees regarding internal guidelines, e.g., utilization of research rank, AFSCME classifications, general contract language and application, external (e.g., BOLI, FLSA) compliance requirements, etc.
    c. Compensation related data input, including initial position and job creation in HRIS, position number changes, and maintenance of compensation plan and classification specifications on HR website.
  3. Product/Systems Maintenance and Development
    a. Actively participates in ongoing review of compensation processes, policies and tools. This includes assisting with the management of job documentation, job descriptions, databases and tables related to job codes, salary grades, etc.
    b. Develops as needed, ad hoc reports or downloads related to compensation activities and analyses.
    c. Participates in activities related to Oracle improvements and maintenance. Serves as a compensation content point of contact related to system applications and needs.
  4. Compensation Project/Process Support
    a. Supports and in some cases, may lead an assigned compensation project or process coordination effort. Examples include, but are not limited to:
    i. Annual Merit Administration Process
    ii. Across the Board Annual Increases
    iii. Collective bargaining implementation
    iv. Salary Structure Adjustments (Classified and Non-classified)
    v. NOA creation

ATD Technology, LLC is a certified minority woman owned business that creates opportunities to match qualified job seekers with our client programs while meeting all parties’ financial needs and technical goals. ATD is a full service provider with offerings in Contract, Permanent and Temp-to-Perm staffing solutions. We serve Fortune 1000, mid cap and small cap companies in the Commercial, Private, Public and Government sectors across North America.

ATD Technology, LLC is a certified minority woman owned business that creates opportunities to match qualified individuals with client programs while meeting all parties' financial and technical goals. ATD is a full service provider with offerings in Contract, Permanent and Temp-to-Perm staffing solutions. We serve Fortune 1000, mid cap and small cap companies in the Commercial, Public and Government sectors.