Compensation Analyst Jobs in Tucson, AZ (NOW HIRING)

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.

Duties & Responsibilities

Lead compensation analyst forassigned 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.

Lead and Influence

• 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.

CompensationData Analytics

• 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.

Compensation Team ProjectSupport

• 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.

CompensationCompliance, Training, and general support

• 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.

Knowledge

• 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 regression and correlation analyses.
• MarketPay software tools (i.e. Marketpay, Pay Equity).

Skills

• Analyzing and researching data.
• Compiling information and data into reports and/or memos.
• Analyzing position descriptions for benchmarking and position mapping.
• Managing individual workload/schedule in order to meet deadlines.
• Creating dashboard through various software systems.

Abilities

• Communicate effectively both orally and in writing.
• Microsoft Office (Excel, Work, Outlook, PowerPoint, Power BI).
• Maintain working relationships and work individually and in a team.
• Discover solutions and problem.
• Lead work of others.

This job posting reflects the general nature and level of work expected of the selected candidate(s). It is not intended to be an exhaustive list of all duties and responsibilities. The institution reserves the right to amend or update this description as organizational priorities and institutional needs evolve.

Minimum Qualifications

• Bachelor's degree or equivalent advanced learning attained through professional level experience required.
• Minimum of 5 years of relevant work experience, or equivalent combination of education and work experience.

Preferred Qualifications

• CCP (Certified Compensation Professional)or other compensation certification.
• HR certification (i.e. SHRM, PHR).
• Bachelor's degree in Business Administration, Human Resources, Accounting, or other related field.
• Experience in a major Higher Education institution.

FLSA

Exempt

Full Time/Part Time

Full Time

Number of Hours Worked per Week

40

Job FTE

1.0

Work Calendar

Fiscal

Job Category

Human Resources

Benefits Eligible

Yes - Full Benefits

Rate of Pay

$75,540 - $98,201

Compensation Type

salary at 1.0 full-time equivalency (FTE)

Grade

10

The Rate of Pay Field represents the University of Arizona’s good faith and reasonable estimate of the range of possible compensation at the time of posting. The University considers several factors when extending an offer, including but not limited to, the role and associated responsibilities, a candidate’s work experience, education/training, key skills, and internal equity.
The Grade Range represent a full range of career compensation growth over time. The university offers compensation growth opportunities within its career architecture. To learn more about compensation, please review our Applicant Compensation Guide and our Total Rewards Calculator .

Career Stream and Level

PC3

Job Family

Compensation

Job Function

Human Resources

Type of criminal background check required:

Fingerprint criminal background check (security sensitive due to job duties)

Number of Vacancies

1

Target Hire Date

10/5/2026

Contact Information for Candidates

Leah Rodriguez,
leahr2@arizona.edu

Open Date

8/27/2026

Open Until Filled

Yes

Documents Needed to Apply

Resume and Cover Letter

Notice of Availability of the Annual Security and Fire Safety Report

In compliance with the Jeanne Clery Campus Safety Act (Clery Act), each year the University of Arizona releases an Annual Security Report (ASR) for each of the University’s campuses.Thesereports disclose information including Clery crime statistics for the previous three calendar years and policies, procedures, and programs the University uses to keep students and employees safe, including how to report crimes or other emergencies and resources for crime victims. As a campus with residential housing facilities, the Main Campus ASR also includes a combined Annual Fire Safety report with information on fire statistics and fire safety systems, policies, and procedures.
Paper copies of the Reports can be obtained by contacting the University Compliance Office at cleryact@arizona.edu.