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Compensation Analyst Ii Jobs in Arizona (NOW HIRING)

Salt River Project

Compensation Analyst

Tempe, AZ · On-site

Minimum 2 years of relevant experience required. In lieu of a degree, 6 years of relevant ... Compensation survey analysis is preferred * Knowledge of FLSA is required * Strong communication ...

New

SRP

Compensation Analyst

Tempe, AZ · On-site

Minimum 2 years of relevant experience required. In lieu of a degree, 6 years of relevant ... Compensation survey analysis is preferred * Knowledge of FLSA is required * Strong communication ...

LHH US

Senior Compensation Analyst

Phoenix, AZ · Hybrid

$100K - $125K/yr

Senior Sales Compensation Analyst Location: Phoenix, AZ (Hybrid) Compensation: $100,000 - $125,000 ... 2%) * Employee stock purchase plan * Growth opportunity-this role exists due to an internal ...

LHH US

Senior Compensation Analyst

Phoenix, AZ · Hybrid

$100K - $125K/yr

Senior Sales Compensation Analyst Location: Phoenix, AZ (Hybrid) Compensation: $100,000 - $125,000 ... 2%) * Employee stock purchase plan * Growth opportunity-this role exists due to an internal ...

Cliftonlarsonallen

Payroll Analyst II

Phoenix, AZ · On-site

CLA is seeking a Payroll Processing Analyst (Payroll Analyst II) to join our HR Systems & Payroll ... Complete mortgage and SUI verifications, as requested. * Assist with workers' compensation audits ...

Advisor Group

Financial Analyst II

Scottsdale, AZ · On-site

$63K - $90K/yr

... Financial Analyst II Location(s): Scottsdale: 18700 N Hayden Rd, Suite 255, Scottsdale, AZ 85255 ... Our competitive salaries are just one component of Osaic's total compensation package. Additional ...

Osaic

Financial Analyst II

Scottsdale, AZ · On-site

$63K - $90K/yr

... Financial Analyst II Location(s): Scottsdale: 18700 N Hayden Rd, Suite 255, Scottsdale, AZ 85255 ... Our competitive salaries are just one component of Osaic's total compensation package. Additional ...

Osaic

Financial Analyst II

Scottsdale, AZ · Hybrid

$63K - $90K/yr

... Financial Analyst II Location(s): Scottsdale: 18700 N Hayden Rd, Suite 255, Scottsdale, AZ 85255 ... Our competitive salaries are just one component of Osaic's total compensation package. Additional ...

Osaic

Financial Analyst II

Scottsdale, AZ · Hybrid

$63K - $90K/yr

FP&A Opportunity in Financial Services Financial Analyst II Location(s): Scottsdale: 18700 N Hayden ... Our competitive salaries are just one component of Osaic's total compensation package. Additional ...

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All JobsCompensation Analyst Ii JobsCompensation Analyst Ii Jobs in Arizona

Compensation Analyst Ii information

See Arizona salary details

$18

$36

$55

How much do compensation analyst ii jobs pay per hour?

As of Sep 4, 2026, the average hourly pay for compensation analyst ii in Arizona is $36.31, according to ZipRecruiter salary data. Most workers in this role earn between $29.13 and $41.20 per hour, depending on experience, location, and employer.

What is the difference between Compensation Analyst Ii vs Compensation Analyst I?

AspectCompensation Analyst ICompensation Analyst II
Required CredentialsBachelor's degree in HR, Business, or related field; some certifications preferredSame as Compensation Analyst I, often with additional experience
Work EnvironmentEntry-level, supporting data collection and basic analysisMore complex analysis, project management, and data interpretation
Employer & Industry UsageCommon in HR departments across industriesUsed in larger organizations with more specialized compensation teams
Search & Comparison IntentBasic understanding of compensation rolesLooking for advanced responsibilities and experience

The main difference between Compensation Analyst I and II lies in experience and complexity of tasks. Compensation Analyst II typically handles more complex data analysis, participates in compensation strategy development, and may oversee junior staff. Both roles require similar educational backgrounds and certifications, but the Compensation Analyst II position demands greater expertise and experience.

What are popular job titles related to Compensation Analyst Ii jobs in Arizona?

For Compensation Analyst Ii jobs in Arizona, the most frequently searched job titles are:

What job categories do people searching Compensation Analyst Ii jobs in Arizona look for?

The top searched job categories for Compensation Analyst Ii jobs in Arizona are:

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Compensation Analyst Ii jobs near you
Infographic showing various Compensation Analyst Ii job openings in Arizona as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 19% Part Time, and 3% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $75,530 per year, or $36.3 per hour.

Compensation Analyst

Salt River Project

Tempe, AZ • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 3 days ago

New

Key responsibilities

  • Partner and consult with business units and HR on compensation-related items such as salary administration, job evaluations, job classifications, analysis, and reporting.

  • Serve as the primary resource for salary administration, including conducting salary surveys, analyzing market data, developing pay offers, and identifying potential compression and equity concerns.

  • Maintain and audit job descriptions, conduct job evaluations to determine FLSA exemption status and salary grades, and support strategic pay decisions through analysis of compensation trends.

Salt River Project rating

9.0

Company rating: 9.0 out of 10

Based on 23 frontline employees who took The Breakroom Quiz

Job description

Requisition ID: 20488

Join us in building a better future for Arizona!

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.

Why Work at SRP

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.

SRP's success is rooted in our employees' happiness, health, and safety. That's why we offer a comprehensive benefits package to meet the needs of our employees and enhance their well-being. In addition to competitive pay and performance incentives, eligible employees can take advantage of the following benefits:

  • 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
Summary

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.

What You'll Do
  • 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 organization.
  • Other duties as assigned.
Education
A bachelor's degree relevant to the assignment from an accredited institution is preferred.
Experience

We are targeting a Level 1 candidate for this role.

This position may be filled at one of three levels outlined below, based on the candidate's relevant education, experience, or a combination of both that demonstrates the required knowledge, skills, and competencies.

  • Level 1 - Associate: In lieu of a degree, 4 years of relevant experience or an equivalent combination of education and experience totaling 4 years may be considered.
  • Level 2 - Journey: Minimum 2 years of relevant experience required. In lieu of a degree, 6 years of relevant experience or an equivalent combination of education and experience totaling 6 years may be considered.
  • Level 3 - Senior: Minimum 5 years of relevant experience required. In lieu of a degree, 9 years of relevant experience or an equivalent combination of education and experience totaling 9 years may be considered.

Eligibility for advancement (progression) to the next level in the same role is based on overall job performance, mastery of all functional responsibilities, and time in position, as assessed by the supervisor.

Additional Requirements and Qualifications
  • Advanced knowledge of Excel is required
  • Compensation survey analysis is preferred
  • Knowledge of FLSA is required
  • Strong communication and consulting skils is required
  • CCP, PHR, or SPHR is preferred
Testing and Certifications

Hybrid Workplace

SRP currently offers a hybrid workplace, which allows employees whose jobs can be performed remotely, and who have sufficient technical capability, to telework up to three days per week. Although teleworking is available, all employees must live and work in Arizona.

Drug/Alcohol Policy Statement

To promote the safety and well-being of our employees, customers, and the communities we serve, SRP is committed to maintaining a drug/alcohol free work environment. Although marijuana may now be legal in Arizona, except as otherwise specified under Arizona law, SRP considers it to be an illegal drug for the purpose of our drug/alcohol policy because marijuana remains illegal at the federal level. Any candidate found to be impaired during the hiring process or who has the presence of an illegal drug or unauthorized substance in their system during the pre-employment drug/alcohol test may be disqualified from further consideration in the hiring process.

Equal Opportunity Employer Statement

Salt River Project (SRP) is committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, military status, or any other protected status under applicable federal, state or local law.

Work Authorization

All candidates must be legally authorized to work in the United States.
Currently, SRP does not sponsor H1B visas, OPT, or other employment-related visa's.

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