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Classification Compensation Jobs in Washington (NOW HIRING)

ManTech

Classification Management Officer 2

Chantilly, VA · On-site

$75K - $125K/yr

The Classification Management Officer 2 CMO 2 is a mid-level information security professional who ... In addition, MANTECH invests in its employees beyond just compensation. MANTECH's benefits ...

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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 Jul 16, 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 are the 7 levels of the job title hierarchy?

In classification and compensation roles, the job title hierarchy typically includes seven levels: entry-level, associate, specialist, senior, lead, manager, and director. These levels reflect increasing responsibility, expertise, and scope of work, and are used to structure pay grades and career progression within organizations.

What are the four types of compensation?

In classification and compensation roles, the four main types of compensation are base pay, which is the fixed salary or hourly wage; variable pay, such as bonuses and incentives; benefits, including health insurance and retirement plans; and non-monetary rewards like recognition and career development opportunities. These components together help organizations attract, motivate, and retain employees based on job value and performance.

What are the 4 categories of employment?

In classification and compensation roles, employment is typically divided into four categories: full-time, part-time, temporary, and contract. These categories determine work hours, benefits, and job stability, and understanding them helps in job planning and negotiations.

What is job classification in compensation?

Job classification in compensation is the process of categorizing jobs into specific groups based on duties, responsibilities, and required skills. It helps establish pay structures and ensures internal equity by standardizing job roles across an organization. This system often involves job descriptions, grading, and the use of classification tools or guides.

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 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 July 2026, with employment types broken down into 83% Full Time, and 17% Part Time. Highlights an 94% In-person, and 6% Remote job distribution, with an average salary of $129,943 per year, or $62.5 per hour.
Architectural Inspector III

Architectural Inspector III

Johnson, Mirmiran & Thompson (JMT)

Washington, DC

$80K - $115K/yr

Full-time

Re-posted 4 days ago

Job description

Johnson, Mirmiran & Thompson is a dynamic, 100% employee-owned consulting firm with more than 2,800 professionals, providing a full range of multidisciplinary engineering, architecture, information technology, and related services to public agencies and private clients throughout the United States. JMT is currently ranked #45 on Engineering News-Record's list of the Top 500 Design Firms.

Position summary: Applies standard inspection procedures to ongoing activities during and after construction for structural quality, general safety and conformance to plans, specifications and codes.

Immigration sponsorship or support (e.g. H1B, F-1 CPT/OPT/STEM OPT) is not available for this position, except for qualified candidates eligible for the TN visa classification. 

Compensation for this position is $80,000.00 - $115,000.00, commensurate with experience, education and certifications. The provided range is a good faith estimate based on the requirements described within the job description. We notice that we receive a wide variety of applicants and recognize that the person selected may be less experienced or more experienced. If so, the actual salary range may vary from the estimate provided.

Essential functions and responsibilities

  • Review and interpret plans, site layouts, specifications and construction methods to ensure compliance to legal requirements and safety regulations
  • Performs routine tests on concrete, soils and other materials
  • Measure dimensions and verify level, alignment, and elevation of structures, fixtures, grades and/or pavement to ensure compliance to plans and codes
  • Coordinate and supervise project inspection activities to ensure contractor compliance of plans, contract documents, specifications and standards
  • Work on behalf of the Client to draft project correspondence, facilitate project meetings, and resolve construction related field issues
  • Gathers and maintains record documents
  • Makes field notes and computations
  • Interact with the general public, government agencies, contractors, sub-contractors, and other internal and external parties to respond to inquiries
  • Lead and manage team members by providing leadership and continuous performance management (setting expectations, goals, feedback, 1:1 meeting, coaching) that supports the growth and development of team 

Nonessential functions and responsibilities

  • Perform other related duties as assigned

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