Compensation Analyst, Lead

Position Highlights

As a Compensation Analyst, Lead, this position serves as a subject matter expert for staff compensation, providing compensation guidance and expertise for an assigned area of the University. This position will oversee complex compensation requests and initiatives, supporting university colleges and departments within assigned hubs, and help to ensure that compensation practices are consistent and aligned with guidelines.

In addition to providing day-to-day compensation expertise, you will contribute to special projects that align with the goals of Division of HR and the University. You will also lead compensation analysts to support the day to day work of your assigned area.

This position is available for remote work anywhere in Arizona.

Outstanding U of A benefits include health, dental, and vision insurance plans; life insurance and disability programs; paid vacation, sick leave, and holidays; U of A/ASU/NAU tuition reduction for the employee and qualified family members; retirement plans; access to U of A recreation and cultural activities; and more!

The University of Arizona has been recognized for our innovative work-life programs. For more information about working at the University of Arizona and relocations services, please.

Lead compensation analyst for assigned hubs:

• Collaborates with assigned hubs and Senior HR Partners and HR leadership to review complex compensation matters that arise and help formulate plans to address requests.
• Provides support to HR staff within hubs on day to day transactional compensation matters such as: assessing above midpoint pay requests, review and assess compensation change requests, promotional requests, or job position mapping requests.
• Ensures compensation decisions are fair and equitable and align with the University Compensation Administration Guidelines.
• Guides and oversees the work of assigned compensation analysts assigned to the same hubs. Partners with other leads to provide support for coverage as needed in other hubs.
• Leads, advises, and influences HR professionals in evaluating and advancing HR recommendations.

• Provides day to day guidance, and support to compensation staff.
• Determines and prioritizes work to ensure effective and timely completion of work products.
• Monitors work performance, provides feedback, and identifies performance or operational concerns for leadership.
• Coordinates workflow and resources to support departmental goals and service needs.
• Promotes effective communication, collaboration, and a positive work environment.

• At the direction of HR leadership, leads compensation data analytics for compensation data requests received from colleges or for institution wide reviews. Provides leadership informed recommendations based on data analysis.
• Provides support with transforming data into tangible digestible information for targeted audiences through use of tools such as Excel, Power BI, Tableau, Power Point.
• Compiles data from various software platforms as needed for either HR leadership, Hubs, or compensation team projects.

• Assists in the administration and maintenance of the University's career architecture and pay structure.
• Coordinates and collaborates with the compensation team in the efforts to conduct annual benchmarking of the UA staff job architecture.
• In coordination with other Compensation team members, leads market survey requests for submissions to vendor agencies.
• Provides recommendations to Compensation leadership on salary increase budgets, market conditions, strategic opportunities, and salary structure movement. Provides recommendations and feedback on compensation strategic plans.
• Provides preliminary benchmarking analysis and gives recommendations to Compensation leadership as needed throughout the year to ensure competitive market positioning.
• Recommends process improvements and assists with implementing operational changes.

• Identifies areas of potential exposure and/or liability with applicable compensation and/or HR related laws, regulations, or policies.
• Provides preliminary recommendations for appropriate action to the Compensation and HR Leadership for compliance concerns.
• Pursues professional development opportunities related to HR and Compensation for further understanding on compliance compensation matters.
• Creates training materials and resources tailored to education for greater HR and campus on compensation and classification related topics.
• Provides training to newly hired HR Generalists on compensation basics.
• May participate in Out of State compensation compliance process and reviews.

• HR principles and practices.
• Advanced Compensation practices.
• Federal, state, and local legislation applicable to compensation and HR practices.
• Administering and maintaining a Career Architecture.
• Compensation data management.
• Basic statistical modeling such as linear…