Classification and Compensation Specialist

West Virginia Office of Shared Administration; Charleston (WV); On-site; USD 55,000 - 75,000; Full time

Job summary

The West Virginia Office of Shared Administration is seeking a Classification and Compensation Specialist to design and maintain equitable pay structures within a public-sector environment. This on-site role provides mentorship and hands-on market research in a dedicated office team.

You will analyze market data, review salary approvals, and support classification decisions, learning state compensation practices and labor laws to drive equity and efficiency.

Qualifications

• Bachelor's degree or 4+ years of related work experience in HR, business, public administration, or analytics.
• Public sector merit/civil service experience is a plus.
• Strong data analysis and market research skills.

Responsibilities

• Compile state, local, and national market data and benchmark against Korn Ferry pay levels.
• Review salary approvals and analyze turnover to determine incentive needs.
• Track position records and coordinate with agencies on changes and classifications.
• Run standard reports to identify pay inequities and guide decisions.
• Train field staff on compensation guidelines and assist with hiring documentation as needed.
• Assist with candidate interviews and supporting health facilities departments as needed.

Skills

Analytical aptitude

Reporting software

Data spreadsheets

Attention to detail

Written communication

Public administration interest

Education

Bachelor's degree

4+ years relevant experience

Job description

Classification and Compensation Specialist

Department: WV Office of Shared Administration, Office of Human Resources Management

Location: 100% On-Site (No Remote / Work-From-Home) | Shared Office Environment

Performance Level: Base Level (Mentorship & Guidance Provided)

Civil Service Status: At-will/classified-exempt

Position Overview:

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. Working directly in a focused, 7-person team environment, you will handle 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, where you will receive 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.

Responsibilities include, but are not limited to:

• 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.

Preferred:

Bachelor's degree from an accredited college or university

OR

Four (4) or more years of full-time or equivalent part-time work experience in human resources, business administration, public administration, research/analytics, or a related field.

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.