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Research administrators are integral to the research enterprise, yet the profession remains hindered by the absence of standardized job titles, responsibilities, and compensation frameworks. These inconsistencies drive turnover, restrict career progression, and weaken institutional efficiency. The findings and recommendations from a three-phase National Science Foundation (NSF)-funded GRANTED conference are presented in this study. To begin, regional focus groups with research administration leaders and human resources professionals identified themes related to organizational structures and workforce practices. These insights informed a national survey that produced 2,441 responses across diverse institution types from individuals with more than 1,200 distinct job titles. A final workshop of senior practitioners reviewed the survey results and provided recommendations. Findings indicate that workload, limited advancement opportunities, and inadequate compensation are leading causes of attrition, while misaligned human resources policies, decentralized authority, and regional pay variation prevent standardization. Participants stressed the need for consistent job descriptions, defined competencies, and equitable pay frameworks. The results underscore the importance of developing a national job classification system for research administrators to stabilize the profession and strengthen institutional research infrastructure.