Compensation Analyst, Senior

Summary

Compensation Analyst, Senior

Minimum Requirements

Compensation Analyst, Senior

• Bachelor's degree in Human Resources, Business Administration, Accounting/Finance or related discipline
• PLUS six (6) years related work experience or an equivalent combination of education and directly related compensation experience.
• Demonstrated ability to independently lead compensation program administration and annual cycle execution.
• Strong business and financial acumen.
• Advanced MS Excel skills (pivot tables, lookups, complex formulas; ability to build scalable models).
• Experience working with enterprise HRIS and automated compensation planning tools.
  
  
  Preferred Special Skills, Knowledge, or Qualifications:
• Direct experience leading compensation cycle execution (merit and/or incentive planning) and ongoing program administration is highly desirable.
• Working knowledge of the FLSA and other relevant federal and state employment laws and regulations, with demonstrated application in compensation processes.
• Strong analytical skills with the ability to translate complex data into clear insights and recommendations for HR and business leaders.
• Experience designing and maintaining dashboards and standardized reporting.
• Proven ability to independently manage projects, prioritize competing deadlines, and drive issues to resolution.
• Excellent verbal and written communication skills, including the ability to facilitate manager training and guide stakeholders through compensation processes.
• Experience working with enterprise HRIS systems and compensation planning tools (such as MarketPay), including data validation, configurations/eligibility rules, and process controls.
• Familiarity with audit support, documentation standards, and SOX-style controls is a plus.

Major Accountabilities

1. Owns end-to-end implementation and administration of core compensation programs and processes (e.g., annual merit and incentive cycles, salary actions, promotions/transfers, off-cycle adjustments), ensuring accuracy, consistent application, and on-time delivery.
2. Leads annual cycle planning and execution, including timelines, stakeholder readiness, manager communications, tool setup coordination, eligibility and budget validations, issue triage, and post-cycle reconciliation and closeout.
3. Serves as a primary point of contact for compensation planning tools and related HRIS data flows; partners with HRIS/IT/Payroll to define requirements, execute testing, validate outputs, and maintain controls that protect data integrity.
4. Develops and maintains standardized reporting and dashboards; delivers clear, decision-ready insights on pay outcomes, budget utilization, incentive results, equity, and market competitiveness for HR and business leadership.
5. Performs advanced analytics (trend analysis, scenario modeling, sensitivity/variance analysis, root-cause investigation) and provides recommendations to improve program effectiveness, fairness, and alignment to business objectives.
6. Leads salary survey participation and market pricing activities, including survey submissions, data governance, market data interpretation, and preparation of pricing recommendations and market summaries.
7. Provides consultation to HR business partners and managers on compensation policy interpretation and routine to moderately complex pay decisions; ensures appropriate documentation and escalates exceptions as needed.
8. Establishes and maintains process documentation, job aids, and governance controls; supports audits and ensures compliance with internal policies and applicable laws/regulations.
9. Drives process and reporting improvements through automation and standardization (e.g., advanced Excel models, templates, and tool enhancements), and mentors/coordinates work of junior analysts as applicable.

Export Compliance / EEO Statement

This position may require access to and/or use of information subject to control under the Department of Energy's Part 810 Regulations (10 CFR Part 810), the Export Administration Regulations (EAR) (15 CFR Parts 730 through 774), or the International Traffic in Arms Regulations (ITAR) (22 CFR Chapter I, Subchapter M Part 120) (collectively, 'U.S. Export Control Laws'). Therefore, some positions may require applicants to be a U.S. person, which is defined as a U.S. Citizen, a U.S. Lawful Permanent Resident (i.e. 'Green Card Holder'), a Political Asylee, or a Refugee under the U.S. Export Control Laws. All applicants will be required to confirm their U.S. person or non-US person status. All information collected in this regard will only be used to ensure compliance with U.S. Export Control Laws, and will be used in full compliance with all applicable laws prohibiting discrimination on the basis of national origin and other factors. For positions at Palo Verde Nuclear Generating Stations (PVNGS) all openings will require applicants to be a U.S. person.

Pinnacle West Capital Corporation and its subsidiaries and affiliates ('Pinnacle West') maintain a continuing policy of nondiscrimination in employment. It is our policy to provide equal opportunity in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of nondiscrimination shall include, but not be limited to, recruiting, hiring, promoting, compensating, reassigning, demoting, transferring, laying off, recalling, terminating employment, and training for all positions without regard to race, color, religion, disability, age, national origin, gender, gender identity, sexual orientation, marital status, protected veteran status, or any other classification or characteristic protected by law.

For more information on applicable equal employment regulations, please refer to EEO is the Law poster. Federal law requires all employers to verify the identity and employment eligibility of every person hired to work in the United States, refer to E-Verify poster. View the employee rights and responsibilities under the Family and Medical Leave Act (FMLA).
In compliance with the Drug Free Workplace Act of 1988, the Company is committed to a work environment that is free from the effects of alcohol and controlled substances, and free from the abuse or inappropriate use of prescribed and over-the-counter medications. The Company requires employees to be subject to drug and alcohol testing that is job-related and consistent with business necessity, regulatory requirements and applicable laws.