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Classification Compensation Jobs in Washington (NOW HIRING)

Robert Half

Compensation Analyst

Washington, DC · On-site

$90K - $100K/yr

Support job documentation, role evaluation, market pricing, and classification activities to maintain consistent compensation practices. * Assist with annual compensation planning and benefits ...

[solidcore]

Compensation Analyst

Arlington, VA · On-site

$76K - $97K/yr

Conduct FLSA classification reviews to ensure ongoing compliance with federal, state, and local wage and hour requirements. * Maintain and audit compensation data in Workday, ensuring accuracy of ...

[solidcore]

Compensation Analyst

Arlington, VA

$76K - $97K/yr

Conduct FLSA classification reviews to ensure ongoing compliance with federal, state, and local wage and hour requirements. * Maintain and audit compensation data in Workday, ensuring accuracy of ...

[solidcore]

Compensation Analyst

Arlington, VA · On-site

$76K - $97K/yr

Conduct FLSA classification reviews to ensure ongoing compliance with federal, state, and local wage and hour requirements. * Maintain and audit compensation data in Workday, ensuring accuracy of ...

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Showing results 21-40

All JobsClassification Compensation JobsClassification Compensation Jobs in Washington

Classification Compensation information

See Washington salary details

$40.2K

$129.9K

$192K

How much do classification compensation jobs pay per year?

As of Aug 7, 2026, the average yearly pay for classification compensation in Washington is $129,943.00, according to ZipRecruiter salary data. Most workers in this role earn between $108,700.00 and $150,100.00 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.

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 Washington? For Classification Compensation jobs in Washington, the most frequently searched job titles are:
What job categories do people searching Classification Compensation jobs in Washington look for? The top searched job categories for Classification Compensation jobs in Washington are:
What cities in Washington are hiring for Classification Compensation jobs? Cities in Washington with the most Classification Compensation job openings:
Classification Compensation jobs near you
Infographic showing various Classification Compensation job openings in Washington as of August 2026, with employment types broken down into 67% Full Time, and 33% Part Time. Highlights an 100% In-person job distribution, with an average salary of $129,943 per year, or $62.5 per hour.

Compensation Analyst

Robert Half

Washington, DC • On-site

$90K - $100K/yr

Full-time

Posted 8 days ago

Job description

We are looking for a Compensation Analyst to join a mission-driven nonprofit organization in Washington, District of Columbia. In this role, you will contribute to compensation planning and analysis that supports fair, competitive, and data-informed pay practices across the organization. This position offers the opportunity to work closely with total rewards leadership while helping administer compensation programs and broader rewards initiatives.


Responsibilities:

• Evaluate compensation data for a large employee population and identify trends, gaps, and alignment opportunities across roles.

• Collaborate with total rewards leadership to support pay program design, compensation structures, and market-informed recommendations.

• Conduct salary research for new and existing positions, including hiring offers, internal movement, and merit-related adjustments.

• Help manage core pay programs such as base compensation, incentive administration, and annual performance-based increase cycles.

• Support job documentation, role evaluation, market pricing, and classification activities to maintain consistent compensation practices.

• Assist with annual compensation planning and benefits-related events, including merit review periods and open enrollment support.

• Prepare reports, dashboards, and workforce metrics to provide analytical insight for human resources projects and decision-making.



All interested candidates in this Compensation Analyst opportunity and other full-time permanent roles across the Washington, D.C. area please send your resume to Justin Decker via LinkedIn  


• Bachelor’s degree in business, human resources, finance, or a related field.

• At least 2 years of experience in compensation analysis or a closely related area.

• Hands-on experience with salary surveys, benchmarking, and compensation review processes.

• Strong Excel skills with the ability to analyze data, build reports, and interpret compensation trends.

• Proficiency with Microsoft Office applications.

• Knowledge of compensation administration practices, including base pay and incentive programs.

• Experience with Workday is preferred.



All interested candidates in this Compensation Analyst opportunity and other full-time permanent roles across the Washington, D.C. area please send your resume to Justin Decker via LinkedIn  


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About Robert Half

Sourced by ZipRecruiter

Founded in 1948, Robert Half pioneered the idea of professional talent solutions to connect opportunities at great companies with highly skilled job seekers. As business needs changed, we evolved to offer specialized talent solutions for finance and accounting, technology, administrative and customer support, creative and marketing, and legal fields. In 2002, we introduced our subsidiary, Protiviti, a global independent risk consulting and internal audit service, to support companies as they faced more strategic business challenges.

Industry

Recruiting and staffing services

Company size

10,000+ Employees

Headquarters location

San Ramon, CA, US

Year founded

1948

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