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Classification Compensation Jobs (NOW HIRING)

Uw

Compensation Consultant - Campus

Seattle, WA · On-site

The UW Compensation Office is a functional unit within HR that provides compensation and classification expertise to departments of the UW. Reporting to the Assistant Director of Campus Compensation ...

Marylandconnect

JR102025 Compensation and Classification Specialist (Open) Department: Human Resources, Chief Human Resources Officer | PM Position Type: Regular Open Date: 07-17-2026 Close Date: $66,000 - $73,000 ...

Sally Beauty Holdings

Compensation Partner

Plano, TX · Hybrid

Provide guidance on job classification, compensation policies, and related procedures * Evaluate salary survey sources, submit company data, and advise on compensation matters related to new hires ...

CosmoProf

Compensation Partner

Plano, TX · On-site

Provide guidance on job classification, compensation policies, and related procedures * Evaluate salary survey sources, submit company data, and advise on compensation matters related to new hires ...

Sally Beauty

Compensation Partner

Plano, TX · Hybrid

Provide guidance on job classification, compensation policies, and related procedures * Evaluate salary survey sources, submit company data, and advise on compensation matters related to new hires ...

Sally Beauty Holdings

Compensation Partner

Plano, TX · Hybrid

Provide guidance on job classification, compensation policies, and related procedures * Evaluate salary survey sources, submit company data, and advise on compensation matters related to new hires ...

Sally Beauty Holdings

Compensation Partner

Plano, TX · On-site

Provide guidance on job classification, compensation policies, and related procedures * Evaluate salary survey sources, submit company data, and advise on compensation matters related to new hires ...

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Showing results 41-60

All JobsClassification Compensation Jobs

Classification Compensation information

See salary details

$35.5K

$114.7K

$169.5K

How much do classification compensation jobs pay per year?

As of Aug 8, 2026, the average yearly pay for classification compensation in the United States is $114,730.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,000.00 and $132,500.00 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.

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.
More about Classification Compensation jobs
What cities are hiring for Classification Compensation jobs? Cities with the most Classification Compensation job openings:
What states have the most Classification Compensation jobs? States with the most job openings for Classification Compensation jobs include:
What job categories do people searching Classification Compensation jobs look for? The top searched job categories for Classification Compensation jobs are:
Classification Compensation jobs near you
Infographic showing various Classification Compensation job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $114,730 per year, or $55.2 per hour.

Human Resources Manager - Compensation & Classification

City of Durham, NC

Durham, NC • On-site

$87K - $135K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 28 days ago

Job description

Salary : $87,367.00 - $135,428.00 Annually
Location : 101 City Hall Plaza, Durham, NC
Job Type: Full time with benefits
Job Number: 26-06012
Department: Human Resources
Opening Date: 08/05/2026
Closing Date: 8/26/2026 11:59 PM Eastern
Position Description
Work. Serve. Thrive. With the City of Durham
Advance in your career while making a real difference in the community you serve.
Hiring Range: $105,000 - $135,428
Work Days/Hours: 8:00am - 5:00pm
The City of Durham's Human Resources Department is a diverse, energetic, and forward-thinking team committed to delivering exceptional public service. We challenge assumptions, embrace innovation, and work toward a more just and rewarding future for all City employees. If you're ready to bring your expertise, expand your skills, and build strong relationships in service to Durham, we'd love to meet you.
The Human Resources Manager for Compensation & Classification leads the City's compensationand classification programs and supervises the team responsible for these functions. This role serves as the City's subject matter expert, providing strategic guidance, policy interpretation, and analytical expertise to departments across the organization. The manager also contributes to departmental planning, establishes operational goals, and determines appropriate methods for addressing compensation and classification challenges.
The incoming manager will play a central role in the City's forthcoming comprehensive compensation and classification study, from vendor selection through implementation, including the development of structured career pathways serving a workforce of approximately 2,800 employees across 26 departments. The successful candidate will have a meaningful opportunity to help shape the City's compensation structure and strategy.
Duties/Responsibilities
  • Supervises professional and support staff, including performance management, training, hiring, and disciplinary processes.
  • Leads major programs, projects, and initiatives within the Compensation & Classification division.
  • Provides expert consultation to City departments on compensation, job evaluation, and compliance.
  • Conducts advanced data analysis, prepares reports, identifies trends, and recommends process improvements.
  • Oversees compensation-related systems and database maintenance.
  • Prepares City Council agenda materials.
  • Develops requests for proposals.
  • Oversees the development, review, and maintenance of job descriptions and classification specifications.
  • Ensures compliance with FLSA and other regulations related to compensation and classification.
  • Manages compensation plans, market surveys, pay administration, and equity analyses.
  • Determines appropriate job classifications and pay grades using the City's job evaluation system.
  • Collaborates with the Budget Department on new or revised positions each fiscal year.
  • Advises department leaders on classification needs related to new or changing job functions.
  • Researches, develops, and administers policies related to compensation, classification, performance management, and FLSA.
  • Conducts compensation and classification studies and analyzes survey data to develop recommendations.
  • Partners with HRIS to implement classification, compensation, and pay updates.
  • Collaborates with Talent Management and Talent Acquisition on recruitment postings and equitable salary offers.
  • Performs additional related duties as assigned.

Knowledge Requirements
  • Compensation principles, job evaluation systems, and regulatory compliance.
  • Qualitative and quantitative research methods.
  • HR program and project management.
  • Budget development and financial processes.
  • Effective written and verbal communication techniques.
  • Conflict resolution and customer service principles.
  • Leadership and team management practices.

Skills Requirements
  • Supervising and coaching staff.
  • Prioritizing work and managing deadlines.
  • Leading programs and projects.
  • Analyzing data and preparing reports and recommendations.
  • Developing policies and procedures.
  • Facilitating discussions and building consensus.
  • Advising stakeholders and providing technical guidance.
  • Building and maintaining collaborative working relationships.
  • Using HR systems, Microsoft Office, and related software.
  • Communicating effectively with employees, leaders, and the public.

Minimum Qualifications & Experience
  • Bachelor's degree in human resources, social sciences, industrial/organizational psychology or directly related field OR equivalent experience.
  • Six years of professional human resources experience.
  • Three years of supervisory experience.

Additional Preferred Skills
  • Certified Compensation Professional (CCP).
  • PHR, SPHR, or IPMA-HR certification.
  • Strong analytical and data skills, including advanced Excel proficiency.
  • Experience leading major projects or programs.
  • Strong presentation and communication skills.
  • Demonstrated ability to collaborate with all levels of the organization.

Benefits - General Full-Time Employees
  • 12-13 paid holidays per year
  • 13 standard work days of vacation per year
  • 13 standard work days of sick leave per year, which accumulates indefinitely; sick leave may be used toward early retirement
  • 2 weeks paid military leave per year
  • Medical, dental, vision, and supplemental life insurance plans
  • State and City retirement plans
  • Short and long term disability plans
  • Paid temporary disability leave for specified conditions
  • City contribution of 13.6% into the N.C. State Retirement System
  • Paid funeral leave
  • Employee Assistance Program - personal and family counseling
  • Paid life insurance equal to annual salary
  • 48 hours for volunteer work each year*
  • 4 hours parental leave each year
  • Workman's Compensation Insurance
  • 457 Deferred Compensation Plans
Benefits - Part-Time (1,000 hours or more per year)
  • 401(k) retirement plan (5.0% of salary)
  • State retirement plan
Benefits Part-Time (Average 30 hours per week over 12 month period)
  • 401(k) retirement plan (5.0% of salary)
  • State retirement plan effective first day of the month following date of hire
  • Health insurance effective first day of the month following date of hire
  • Dental and life insurance, after one year of service
  • Pro-rated vacation, pro-rated sick, pro-rated floating holiday, parttime holiday pay (based on scheduled hours for that day) after one year of service

01
Where did you first hear about this opportunity?
  • City of Durham Website
  • Walk in
  • Job fair
  • Employee referral
  • Professional organization ***Please list the organization in "other" box below***
  • Internet posting ***Please list the specific web site in the "other" box below***
  • Craig's List
  • Facebook
  • LinkedIn
  • GlassDoor
  • governmentjobs.com
  • Monster.com
  • Indeed.com
  • Employment Security Commission
  • Magazine/Newspaper
  • Other

02
If you listed "other" above please give specific web site, organization, or publication.
03
Please select your highest level of COMPLETED education.
  • Less than a High School Diploma or Equivalent (GED, HiSET, TASC)
  • High School Diploma or Equivalent (GED, HiSET, TASC)
  • Associates Degree
  • Bachelor's Degree
  • Master's Degree
  • Doctoral Degree (PhD, Juris Doctorate)

04
How many years of professional human resources experience do you have?
  • No related experience
  • Less than 1 year of related experience
  • 1 year but less than 6 years related experience
  • 6 years but less than 10 years related experience
  • 10 years but less than 14 years related experience
  • 14 or more years related experience

05
How many years of experience do you have in a supervisory/management capacity?
  • No supervisory experience
  • Some supervisory experience but less than 1 year
  • 1 year experience but less than 3 years
  • 3 years experience but less than 5 years
  • 5 or more years supervisory experience

Required Question

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