Classification and Compensation Specialist

WV Department of Human Services; Charleston (WV); On-site; USD 52,000 - 76,000; Full time

Job summary

WV Office of Shared Administration seeks a Classification and Compensation Specialist to build and maintain equitable pay structures across state organizations. You will conduct market research, assist with merit-based decisions, and support classification assignments in a collaborative, on-site team of seven.

The role emphasizes routine data analysis, documentation, and informed decision-making, with mentorship from senior staff as you master state labor laws and compensation dynamics.

Qualifications

• Bachelor’s degree or 4+ years of relevant work in HR, business administration, public administration, or analytics.
• Experience with public sector HR and merit/civil service concepts is a plus.
• Strong analytical and communication capabilities required.

Responsibilities

• Compile state, local, and national market data and benchmark classifications for equity.
• Review salary approvals and analyze turnover for incentives.
• Track organizational changes and maintain position records for market studies.
• Run standard reports to support daily decisions and policy compliance.
• Train staff on guidelines, compensation standards, and job structuring.
• Support candidate interviews and related hiring documentation as needed.

Skills

Analytical skills

Attention to detail

Effective communication

Public administration interest

Low margin of error

Education

Bachelor’s degree

4+ years related experience

Tools

Reporting software

Data spreadsheets

Job description

General 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.

Example Of Duties And Responsibilities

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.

Minimum Qualifications

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.

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.