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Classification Compensation Jobs in Chicago, IL (NOW HIRING)

Wheels, LLC

Senior Total Rewards Analyst

Schaumburg, IL · On-site

$81K - $106K/yr

Manages compensation survey vendor relationships and timely, accurate survey submissions to maintain reliable benchmarking data. * Leads development and classification reviews and provides ...

SRAM LLC

Trade Compliance Specialist

Chicago, IL · On-site

$80K/yr

Customs Compliance functions, including HS and ECCN Classification, Duty Analysis and Impact ... Compensation and Benefits * Salary range starting at $80,000, with up to approximately 25% higher ...

RXO

Specialist, Logistics (LTL)

Chicago, IL · On-site

Compensation for this role is $50,000 The role may also be eligible for bonus or commission pay ... Freight Classification and Pricing : Handle freight classification, provide accurate pricing for ...

RXO

Specialist, Logistics (LTL)

Chicago, IL · On-site

Compensation for this role is $50,000 The role may also be eligible for bonus or commission pay ... Freight Classification and Pricing : Handle freight classification, provide accurate pricing for ...

Walmart

Fashion Team Associate

Niles, IL · On-site

$16 - $29/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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Showing results 21-40

All JobsClassification Compensation JobsClassification Compensation Jobs in Chicago, IL

Classification Compensation information

See Chicago, IL salary details

$36.6K

$118.2K

$174.6K

How much do classification compensation jobs pay per year?

As of Aug 22, 2026, the average yearly pay for classification compensation in Chicago, IL is $118,189.00, according to ZipRecruiter salary data. Most workers in this role earn between $98,900.00 and $136,500.00 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 Chicago, IL?

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

What job categories do people searching Classification Compensation jobs in Chicago, IL look for?

The top searched job categories for Classification Compensation jobs in Chicago, IL are:

What cities near Chicago, IL are hiring for Classification Compensation jobs?

Cities near Chicago, IL with the most Classification Compensation job openings:

Classification Compensation jobs near you

Senior Total Rewards Analyst

Wheels, LLC

Schaumburg, IL • On-site

$81K - $106K/yr

Full-time

Posted 11 days ago

Job description

Job Description:
JOB OVERVIEW
The Senior Total Rewards Analyst supports the design, administration, governance, and continuous improvement of compensation and rewards programs that attract, retain, and engage employees. The role provides market analysis, compliance support, data-driven insights, and consultative recommendations to ensure programs remain competitive, equitable, well-controlled, and aligned with business needs.
KEY RESPONSIBILITIES - ESSENTIAL FUNCTIONS
Compensation, Rewards, and Recognition Programs
  • Administers, analyzes, and recommends improvements to compensation and rewards programs to ensure practices remain competitive, equitable, well-controlled, and aligned with business objectives.
  • Supports the annual compensation cycle, including merit, bonus, and salary planning, by preparing budget models, planning tools, manager guidance, and related communications.
  • Supports the design, administration, and auditing of annual and sales incentive compensation plans.
  • Administers the Wheels Rewards recognition program, including platform and vendor management, budget tracking, award and badge issuance, participant support, and day-to-day program operations.
  • Analyzes recognition program participation, utilization, and spend, and partners with the Director on program strategy, design enhancements, communications, and employee and manager enablement initiatives.

Market Pricing and Job Architecture
  • Leads market pricing activities by analyzing survey data, industry trends, and best practices to inform salary structures, incentive programs, compensation planning, and pay equity recommendations.
  • Develops and maintains salary structures, pay grades, job levels, and career paths to support internal equity, market competitiveness, and consistent job architecture.
  • Manages compensation survey vendor relationships and timely, accurate survey submissions to maintain reliable benchmarking data.
  • Leads job description development and classification reviews and provides consultative guidance on job evaluations, FLSA status, salary grade alignment, internal equity, and compensation governance.

Analytics, Reporting, and Systems
  • Builds compensation models, scenario analyses, and cost-impact assessments for new hires, promotions, reorganizations, compensation programs, and headcount planning.
  • Prepares and interprets compensation reports to identify trends, risks, insights, and improvement opportunities and translate findings into actionable recommendations.
  • Configures and maintains Workday compensation data, including job profiles, compensation plans, grades, and data loads, and performs audits to ensure data accuracy, integrity, and effective controls.

Compliance, Consultation, and Communication
  • Partners with the Director, Compensation and Rewards, on pay equity reviews, compliance audits, and adherence to federal, state, and multi-state compensation requirements, including pay transparency, IRS, DOL, and FLSA regulations.
  • Provides consultative recommendations for new hires, promotions, transfers, reorganizations, and other pay actions to support sound, equitable, and consistently governed compensation decisions.
  • Builds consultative relationships with managers and HR partners to understand job responsibilities, organizational structures, and compensation needs.
  • Develops total rewards communications, total compensation statements, manager guidance, and employee education resources, and supports training on compensation philosophy, salary planning, and bonus planning.

General
  • Models company culture and values while collaborating effectively with HR, management, and cross-functional partners.
  • Supports special projects, cross-functional initiatives, and other duties as assigned.

COMPETENCIES - SKILLS
  • Consultative influence, stakeholder partnership, and relationship building
  • Business acumen, compensation judgment, and total rewards expertise
  • Clear written and verbal communication, including the ability to translate complex data into actionable insights and recommendations
  • Integrity, confidentiality, and ethical judgment
  • Analytical rigor, strategic thinking, and financial modeling skills
  • Data visualization, reporting, and continuous improvement mindset
  • Project management and ability to manage competing priorities in a fast-paced environment
  • Recognition program management, employee engagement, and inclusive collaboration

EDUCATION AND EXPERIENCE
  • Bachelor's degree in Human Resources, Finance, Business Administration, Economics, or a related discipline preferred; equivalent experience required.
  • Minimum 5 years of compensation, benefits, or human resources generalist experience, including experience as a Compensation Analyst.
  • Certified Compensation Professional (CCP) or other WorldatWork credential preferred; PHR, SPHR, SHRM-CP or SHRM-SCP a plus.
  • Demonstrated knowledge of employment laws and regulations, including Pay Transparency, Pay Equity, IRS, DOL regulations, and FLSA.
  • Demonstrated experience with Payfactors and Workday, including the advanced compensation module and job profile and compensation data configuration.
  • Demonstrated ability to handle highly confidential and sensitive compensation data with discretion and sound judgment.

CORE VALUES
At Wheels, we believe in fostering a culture that is built on our Core Values and Guiding Principles. We cultivate a culture of excellence and innovation by upholding these values, driving our collective success and growth.
  • Integrity - Always act with integrity and honesty.
  • One Team - Treat others with dignity and respect; act as a cohesive, inclusive and accountable team that is making a difference.
  • Innovation - Drive continuous improvement, spark creativity and embrace next generation thinking.
  • Customer Success - Ensure that customer and driver success is at the heart of everything we do.

CULTURAL ATTRIBUTES
At Wheels, our culture guides us how we work every day, and we look for team members who show these behaviors:
  • Discipline Drives Quality - Plan the Trip: Think proactively, hold a high bar, follow through by leveraging experience and systems. To produce quality outcomes, we must be intentional and deliberate in everything we do, from big bets to daily execution.
  • Intellectually Curious - Fuel Your Minds: Be bold, challenge assumptions, think differently, look outside the box. Strive to unlock your own thinking and create new possibilities.
  • Commit and Deliver - Own It: Take responsibility for your work, from start to finish, and be accountable for the results. Think and act like an owner of the business.
  • Relationships Matter - Share the Ride: Trust is central, both with key internal and external stakeholders. Relationships are not a side effect of work but a driver of success.

JOB SPECIFICATIONS, PHYSICAL DEMANDS AND WORK ENVIRONMENT
Work Environment: This position is IL and operates in a professional office environment.
Position Type/Standard Schedule: This is a hybrid full-time position, Monday through Friday. Three days onsite in office.
Travel: No Travel required for this position.
Physical Demands: This role requires the ability to speak, hear, see, use a computer keyboard and phone, sit or stand for extended periods, and reach above the head to pull paper attachments.
DISCLAIMER
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
Our Benefits
Wheels recognizes benefits are a significant part of your employee experience, and we've created a robust benefits package that is market-leading, competitive offerings so you and your family can receive outstanding care. Please click here for an overview of the benefits available to you and your family.
Pay Range:
94,000 - 111,000
The base salary range for this position is listed above. This position is eligible to participate in the annual incentive plan which is based on company performance and individual performance. Compensation ranges are based on several factors including job function, level, and geographic location. Final offer amounts are determined by multiple factors including candidate experience, education, certifications, skill level and expertise, and may vary from the amounts listed here.
EEO Statement
Wheels is a Drug-Free Workplace. All employment is contingent on successful completion of drug and background screening.
Wheels is an equal opportunity affirmative action employer and administers all personnel practices without regard to race, color, religion, sex, age, national origin, sexual orientation, gender identity or expression, marital status or domestic partnership status, disability, protected veteran status or military status, genetic information, or any other category protected under applicable law. Wheels is committed to taking affirmative steps to promote the employment and advancement of minorities, women, persons with disabilities and protected veterans.

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