Classification and Compensation Specialist

General Description

Build a foundational career in Human Resources analytics and workforce strategy as a Classification and Compensation Specialist. This base-level position provides hands-on mentorship from experienced lead worker(s) and management, making it an ideal opportunity to master local, state, and national job market trends.

Performance Level

Base Level (Mentorship & Guidance Provided)

Civil Service Status

At-will/classified-exempt

Position Overview

Work directly in a focused, 7-person team environment, handling computer-based and hands-on market research, routine decision-making, and data analysis to support equitable pay structures across the organizations we serve. This position will help plan, design, implement, and maintain a compensation and classification system designed to attract, retain, and motivate a highly skilled workforce.

Work Environment And Desired Candidate Qualifications

• Dedicated on-site position in a collaborative 7-person office setting centered around computer-based research and analysis
• Receiving ongoing training and day-to-day operational guidance from unit leads and management
• Strong analytical aptitude and comfort working with reporting software and data spreadsheets
• Close attention to detail with a knack for structured, routine decision-making
• Effective communication skills for writing correspondence and/or guiding and training field staff
• Interest in public administration, human resources, or compensation management
• Can operate effectively with a very low margin of error
• Experience in public sector human resources, especially in a merit/civil service system, is a plus

Example Of Duties And Responsibilities

• Compile state, local, and national market data
• Evaluate position classifications against Korn Ferry pay levels to maintain organizational equity and pay standardization
• Review and process salary approvals
• Analyze employee turnover and operational data to determine if targeted financial incentives are necessary
• Review positions to determine whether they have experienced a substantial change in duties and responsibilities, and coordinate with agencies to address next steps
• Track and maintain position records
• Use information to benchmark compensation studies
• Run and review standard reports to support daily decision-making and routine operations, including data on employees, hiring, and termination
• This includes reviewing and identifying trends, such as pay compression or inequity, for more targeted addressing
• Train field staff on guidelines/procedures, compensation standards, and policy compliance
• Advise hiring managers on standard qualifications, job duties, and proper organizational structuring
• Review applications and recommend industry-standard qualifications for vacancies
• Assist with candidate interviews and hiring documentation for the Department of Health Facilities as needed

Note

This position focuses on routine tasks, such as gathering market data, reviewing standard job descriptions, auditing routine salary requests, and generating standard employee reports, while learning labor laws and market dynamics under supervision.

About The Organization

The mission of the Office of Human Resources Management is to support the vision, goals, and challenges of the West Virginia Departments of Health, Health Facilities, Human Services, and the Office of Shared Administration by cultivating a supportive and high-performing work environment through exceptional human resources and talent management services. We foster this mission through every stage of the employee lifecycle: Talent Acquisition & Onboarding: Building a skilled, professional workforce through targeted recruitment, screening practices, and structured, welcoming onboarding. Continuous Development: Championing employee growth through intentional educational opportunities and tailored mentorship programs. Employee Well-Being and Advocacy: Promoting an inclusive environment by expertly managing ADA accommodations, safety programs, and proactive retention strategies. Performance: Ensuring fairness and transparency in performance evaluations alongside respectful disciplinary guidance. Compensation Oversight: Establishing and maintaining a compensation system through rigorous market studies and surveys while reliably managing employee payroll, benefits, and administrative transactions. Accountability & Resolution: Sustaining a culture of trust and integrity by providing secure channels for reporting concerns and ensuring the fair, objective, and timely resolution of workplace grievances in accordance with state regulations.