Description
Plan, direct, and coordinate the organization’s position classification, job evaluation, and job architecture programs, managing staff and policies to ensure accurate job design, legal compliance, and alignment with compensation and workforce needs.
- • Develop, maintain, and interpret job architecture, career ladders, and leveling guides.
- • Conduct and approve position audits and desk reviews to determine proper classification.
- • Review and adjudicate reclassification and classification appeal requests.
- • Ensure FLSA exemption determinations are accurate and documented.
- • Align job classifications with market pricing and pay structures in partnership with Compensation.
- • Maintain position management and control, including authorized headcount and allocations.
- • Advise leaders on job design, organization structure, and classification policy.
- • Draft, standardize, and update job descriptions and minimum qualifications.
- • Train HR staff and managers on classification standards, documentation, and processes.
- • Analyze classification data to identify inconsistencies, compression, or equity risks and recommend remedies.
- • Ensure compliance with federal, state, and local laws and collective bargaining agreements affecting classification.
- • Coordinate bargaining-unit designations and contract interpretations with Labor Relations.
- • Serve as a liaison between management, HR, and employees on classification matters and disputes.
- • Develop and administer position description questionnaires and job evaluation tools.
- • Prepare and present findings for hearings, grievances, or investigations related to classification.
- • Maintain accurate HRIS position and job data, codes, and audit trails.
- • Produce reports and metrics on classification actions, turnaround times, and trends.
- • Review reorganizations and new program proposals for classification and position control impact.
- • Collaborate with Recruitment to ensure postings reflect approved classifications and qualifications.
- • Study legislation, case law, and arbitration decisions to update classification policies and practices.
- • Plan, prioritize, and supervise the work of classification analysts and related staff.
- • Prepare and manage the classification unit’s budget and vendor contracts.
- • Select and oversee external vendors for job evaluation systems, market data, or classification software.
- • Develop special projects such as job family frameworks, career paths, and title standardization.
- • Participate in audits by regulatory bodies and implement corrective actions for findings.
- • Oversee the evaluation, classification, and rating of occupations and job positions.
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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
