Compensation Analyst, HR​/Recruitment

Requisition : 20488

SRP is one of the largest public power and water utilities in the U.S. providing electricity to approximately one million customers in the greater metropolitan Phoenix area. Since its founding in 1903, SRP has fostered a culture of stewardship and customer service consistently ranking as an industry leader in customer service according to J.D. Power and named one of Arizona's best employers by Forbes.

SRP continues to adapt to its changing business environment by seeking innovative ways to reimagine utility service and the provision of critical resources essential to the life and economy of Arizona.

At SRP, we foster an inclusive work environment and believe everyone should have a fair chance to work, regardless of who they are. That’s why we value teams with diverse perspectives, experiences, and backgrounds to help SRP deliver on its mission of providing reliable, affordable and sustainable water and power.

• Pension Plan (at no cost to the employee)
• 401(k) plan with employer matching
• Available your first day:
  Medical, vision, dental, and life insurance
• Over 200+ hours of PTO (includes vacation days, holidays, floating holidays, and sick leave)
• Parental leave (up to 4 weeks) and adoption assistance
• Wellness programs (including access to a recreation and fitness facility)
• Short and long-term disability plans
• Tuition assistance for both undergraduate and graduate programs
• 10 Employee Resource Groups for career development, community service, and networking

The Compensation Analyst performs activities to develop, implement and administer compensation policies and programs. As a strategic partner with the business unit, they will advise and guide leadership to resolve problems, align pay with SRP's compensation philosophy, and maintain a focus on pay equity across the organization. This position will be the resource for statutory requirements and will recommend appropriate courses of action in order to protect the company and maintain focus on the employee value proposition as it relates to total rewards.

• Partner and consult with assigned business unit(s) and HR Business Partner(s) on compensation related items such a salary administration, job evaluations, job classifications, analysis and reporting.
• Serve as the primary resource for salary administration across the organization. This includes but is not limited to conducting salary surveys, analyzing market data, developing pay offers and proactively identifying potential compression and equity concerns.
• Maintain an accurate and up-to-date job description database for the organization by auditing existing and new job descriptions.
• Conduct job evaluations to determine FLSA exemption status, salary grade assignment, and job worth hierarchy that aligns to company and statutory guidelines.
• Complete and interpret salary survey data and compensation trends to support strategic pay decisions that drive workforce engagement and organizational effectiveness.
• Design and administer new programs and policies to support company objectives, culture and market dynamics, while maintaining a focus on regulatory and statutory guidelines.
• Take ownership of cross-functional projects, guiding them through all phases—from conception and planning to execution and completion—while maintaining clear and consistent communication with stakeholders and team members.
• Utilize software programs, reporting tools, and databases to review and analyze compensation information which are used to administer SRP’s pay programs.
• Proactively identify opportunities to enhance compensation processes and practices that support employee retention, motivation, and engagement across the…