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Classification Compensation Jobs in Reston, VA (NOW HIRING)

[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

$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 ...

US Judicial Branch

Counsel

Washington, DC

$121K/yr

This requirement is according to the AO Classification, Compensation, and Recruitment Systems which include interpretive guidance and reference to the OPM Operating Manual for Qualification Standards ...

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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Showing results 21-40

All JobsClassification Compensation JobsClassification Compensation Jobs in Reston, VA

Classification Compensation information

See Reston, VA salary details

$36.9K

$119.4K

$176.3K

How much do classification compensation jobs pay per year?

As of Aug 8, 2026, the average yearly pay for classification compensation in Reston, VA is $119,360.00, according to ZipRecruiter salary data. Most workers in this role earn between $99,900.00 and $137,800.00 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 Reston, VA? For Classification Compensation jobs in Reston, VA, the most frequently searched job titles are:
What job categories do people searching Classification Compensation jobs in Reston, VA look for? The top searched job categories for Classification Compensation jobs in Reston, VA are:
What cities near Reston, VA are hiring for Classification Compensation jobs? Cities near Reston, VA with the most Classification Compensation job openings:
Classification Compensation jobs near you

Compensation Analyst

[solidcore]

Arlington, VA

$76K - $97K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 9 days ago

Job description

[solidcore] is looking for a Compensation Analyst to join our People Operations team. You'll work across the full compensation lifecycle, from benchmarking and structure design to HR analytics and reporting, and serve as a trusted resource for People Operations, Finance, and field leadership.

Located in vibrant Arlington, Virginia, and reporting to the Senior Director, People Operations, this is an exciting opportunity to join a rapidly growing, investor-backed organization with a desire to be the leader in the studio fitness space.

Responsibilities
  •  Support compensation process design, market analysis, and budgeting across [solidcore]'s hourly and salaried workforce.
  • Administer annual, quarterly, and off-cycle merit increase and bonus processes, including modeling, communication, and execution in Workday.
  • Partner cross functionally on coach pay, new studio opening pay rates and incentive programs.
  • Complete salary surveys and benchmark positions to support salary structure maintenance and competitive pay analysis.
  • 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 salaries, titles, job profiles, salary grades, pay ranges, and classifications.
  • Build and maintain compensation rate tables in Workday, ensuring pay lookup values are current, accurate, and aligned approved structures.
  • Draft compensation communications, offer letters, total reward statements, and merit and bonus letters for review and distribution.
  • Document compensation processes, timelines, and decision frameworks to support consistency and scalability.
HR Analytics & Reporting
  • Prepare reports and analysis to support compensation decisions, business planning, and leadership reviews.
  • Build and maintain recurring workforce dashboards covering headcount, pay equity, and turnover trends.
  • Develop ad hoc analysis to support business decisions, including promotion modeling, cost projections, and market positioning.
  • Partner with the HRIS team to ensure Workday data integrity and support system reporting needs.
  • Identify and suggest process improvements to enhance accuracy, compliance, and operational efficiency.
  • Contribute to performance evaluation processes and broader People Operations projects as needed.
Qualifications
  • 3-4 years of experience in compensation, total rewards, or HR analytics.
  • Certified Compensation Professional (CCP) designation preferred
  • Strong analytical skills with demonstrated ability to work with large data sets and translate them into clear recommendations.
  • Advanced proficiency in Microsoft Excel or Google Sheets - pivot tables, VLOOKUPs, modeling, and data visualization.
  • Experience with compensation survey participation and data cuts (Mercer, Radford, CompData, or similar).
  • Working knowledge of FLSA, pay equity principles, and wage and hour compliance.
  • Experience using an HRIS system - Workday experience strongly preferred.
  • Strong written and verbal communication skills - able to present data and recommendations clearly to both technical and non-technical audiences.
Compensation and Benefits
  • Competitive salary range of $76,359-$97,358 based on skills and experience
  • Bonus eligibility based on performance
  • Monthly cell phone stipend
  • 401k with employer match
  • Health, dental, & vision insurance
  • Flexible PTO
  • Free drop in classes at [solidcore]
  • And MORE
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