Description
Plan, direct, and coordinate an organization's position classification and job architecture, including job analysis, titling, job families and levels, FLSA determinations, and governance to ensure consistency, compliance, and internal equity.
- • Advise executives and managers on position classification, FLSA exemption, and pay equity implications.
- • Direct preparation and distribution of job classification standards, titling guides, and job description templates.
- • Administer, direct, and review the organization's job classification program, including integration after mergers and reorganizations.
- • Design and deliver manager training and orientations on job architecture and classification policies.
- • Plan, direct, supervise, and coordinate the work of classification analysts and related staff.
- • Identify and implement improvements to job architecture to enhance career paths, clarity, and internal equity.
- • Design, evaluate, and modify classification policies and procedures to ensure consistency and legal compliance.
- • Analyze market data, regulatory guidance, and internal relativities to inform job levels and grade mapping.
- • Develop and maintain policies, procedures, and governance for job analysis, titling, leveling, and position control.
- • Respond to and mediate classification inquiries, reclassification requests, and FLSA status questions from managers and employees.
- • Fulfill reporting and audit requirements related to FLSA, EEO job categories, OFCCP, and other applicable regulations.
- • Maintain the enterprise job catalog and classification records, and produce statistical reports and dashboards.
- • Analyze internal data to diagnose job architecture issues and recommend changes to improve organizational effectiveness.
- • Streamline classification workflows, evaluation methods, and approval processes, and recommend system enhancements.
- • Collaborate with Labor Relations to align job classifications with collective bargaining agreements and negotiate changes when required.
- • Represent the organization in classification appeals, grievances, audits, and external investigations.
- • Lead job analysis and write accurate job descriptions; define job families, levels, and competencies in partnership with business leaders.
- • Manage the design and deployment of classification tools, evaluation frameworks, and self-service guides for managers.
- • Prepare and manage budgets for classification initiatives, tools, vendors, and market surveys.
- • Provide classification input to workforce planning and organizational design, assessing impacts on jobs and levels.
- • Select and manage vendors for job evaluation methodologies, market data, and HR technology supporting classification.
- • Monitor legislation, case law, industry standards, and union agreements to assess trends affecting position classification.
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Management & Entrepreneurship
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Tasks & skills:
O*NET occupational data (work activities, skills, knowledge).
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Sources & Standards:
This site includes information from O*NET by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA), used under the CC BY 4.0 license. Career Clutch has modified some of this information for student readability. USDOL/ETA has not approved, endorsed, or tested these modifications. O*NET® is a trademark of USDOL/ETA.
Last reviewed: Jan 2026
