Compensation Analyst

This position is not eligible for employer sponsorship. To ensure a fair and consistent evaluation process, candidates are expected to complete all interviews and assessments independently and without the use of artificial intelligence tools (including AI-generated responses, prompts, or real-time assistance).Use of AI throughout the application and recruiting process may result in removal from consideration. Our goal is to get to know your authentic experiences, communication style, and problem-solving approach. Reporting directly to the Manager HR Compensation & Unemployment Administration, the Compensation Analyst is responsible for the development, administration, and continuous improvement of the Company’s wage and salary program. This role ensures compensation practices are competitive, equitable, compliant, and aligned with organizational objectives while supporting a positive Team Member experience. Success in this role requires strong analytical capabilities, sound judgment, and exceptional customer service. The Compensation Analyst builds trusted partnerships across the organization, using data-informed insights to help leaders make confident decisions to attract and retain talent while maintaining compliance with applicable laws and regulations. Essential Duties, Responsibilities & Key Accountabilities Develop, administer, and continuously improve the Company’s wage and salary programs, policies, and procedures to ensure internal equity and market competitiveness. Ensure compliance with the Fair Labor Standards Act (FLSA) regulations as they relate to wage deductions, payment of wages on termination, child labor, etc. Support Team Member inquiries as it relates to Compensation practices. Develop, review, and maintain job descriptions to support compensation decisions. Ensure compliance with federal, state, local, and provincial mandates as it relates to compensation matters. Partner with management, HR, Legal, and government agencies as needed to investigate and resolve wage and hour complaints. Monitor pay related benefits such as vacation, holiday, sick leave, incentive compensation and bonus programs, etc. Interpret and explain policies as requested by current and/or former Team Members or authorized outside agencies. Use Workday and other technology to administer compensation related programs. Develop reports and dashboards to help understand compensation trends and make informed decisions. Demonstrate the HR Department's leadership principles through accountability, unity of direction, and a SUP (Supportive, Upbeat, and Positive) approach. Skills, Requirements & Qualifications Required 5+ years of progressive Human Resources experience related to compensation administration, development of wage and salary programs, and/or related HR practices. Experience conducting market pricing, job evaluations, and compensation analyses. Strong understanding of federal, state, provincial, and local employment requirements affecting compensation administration. Experience using HRIS platforms, preferably Workday, to administer compensation programs and reporting. Experience using Payscale, or similar software, for market analyses, benchmarking, and job description management. Strong analytical, organizational, project management, and problem-solving skills. Excellent written, verbal, and interpersonal communication skills with the ability to build trusted relationships across the organization. Demonstrated ability to lead, exercise sound judgment, and navigate complex compensation situations. High level of integrity, professionalism, and discretion in handling confidential information. Preferred Bachelor's degree in Human Resources, Business Administration, or a related field. Professional certifications such as a CCP, or related HR certifications. Experience administering compensation programs within a large multi-state employer. Experience with Workday, third-party market data systems, reporting, and automation. What Success Looks Like The successful candidate will: Champion a people-first culture by providing compassionate, consistent, and compliant support throughout every interaction. Have an analytical mindset to help develop and administer the wage and salary program. Build trusted partnerships by listening first, understanding concerns, and providing thoughtful guidance to Team Members, leaders, and HR partners. Balance business needs with fairness and compliance by applying compensation policies consistently while considering unique organizational and Team Member circumstances. Develop compensation analyses and recommendations that enable leaders to make informed pay decisions. Earn the trust of Team Members and leaders through timely communication, dependable follow-through, and sound judgment. Use data and reporting to identify trends, strengthen compensation administration, and support informed decisions. Take ownership, follow through on commitments, and hold yourself and others accountable. Medical insurance Dental & Vision plan with hearing care discounts Onsite medical clinic for team members and eligible family members New indoor fitness gym (Midtown Phoenix campus) CVS Virtual Care 24-Hour Nurse Line Wellness Program (Healthier You initiatives & challenges) Mindset App Reimbursement Pet Insurance & Wellness plans Opportunities for advancement Valuable on-the-job training Tuition Reimbursement Program Free online courses for personal and professional development at U-Haul University 401(k) Savings Plan Employee Stock Ownership Plan (ESOP) Company-paid life insurance Voluntary life insurance options Short-Term and Long-Term Disability Critical Illness, Accident & Hospital Indemnity plans Business & business travel insurance MetLaw Legal Program MetLife Auto & Home Insurance LifeLock Identity Theft Protection Dave Ramsey’s SmartDollar Financial Wellness Program Paid holidays, vacation, and sick time You Matter Employee Assistance Program (EAP) Discounts on cell phone plans, hotels, computers, vehicles & more Community involvement & volunteer opportunities U-Haul Mothers Program (Paid maternity leave) This is a full-time, salaried position based on-site at U-Haul's Midtown Campus Tower in Phoenix, Arizona. Regular business hours are Monday through Friday; however, flexibility in scheduling, including evenings and weekends, is required to support business operations, Company initiatives, and Team Member needs. #LI-SB1 U-Haul is an equal opportunity employer. All applications for employment will be considered without regard to race, color, religion, sex, national origin, physical or mental disability, veteran status, or any other basis protected by applicable federal, provincial, state, or local law. Individual accommodations are available on requests for applicants taking part in all aspects of the selection process. Information obtained during this process will only be shared on a need to know basis. Since 1945, U-Haul has been serving do-it-yourself movers and their households. Like many other successful ventures, the concept for U-Haul was generated out of need. After World War II, there existed the widespread need for do-it-yourself moving equipment that would be available on a one-way, nationwide basis. U-Haul co-founders L.S. \"Sam\" Shoen and his wife, Anna Mary Carty Shoen, recognized that need and acted upon it. Their visionary approach spread the cost of ownership among many users, facilitating the mobility of the populations of the U.S. and Canada. The covered wagon of the pioneers morphed into orange U-Haul trailers. In the process, an industry was born. U-Haul Holding Company and its family of companies, including U-Haul, has strived to create a culture of health and wellness. As of February 1, 2020, and consistent with applicable law, no U-Haul Holding Company or its family of companies will hire individuals in states where it may lawfully decline to hire individuals who use nicotine products (Alabama, Alaska, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Iowa, Kansas, Maryland, Massachusetts, Michigan, Nebraska, Pennsylvania, Texas, Utah, Vermont, Virginia and Washington). This policy will not apply to team members hired before February 1, 2020. #J-18808-Ljbffr