Compensation Analyst, Senior

Arizona State University • Tempe, AZ

1d • $60,000 - $71,040 • Hybrid

About The Position

The Compensation Analyst, Senior supports the W. P. Carey School of Business Human Resources function by serving as a subject-matter expert in staff and student job architecture, classification, and compensation analysis for a complex academic unit supporting over 900 staff and student employees. This position plays a critical role in building, refining, and institutionalizing ASU’s job architecture framework within W. P. Carey, where consistent and fully developed job classification practices are still emerging. In the first year, the role will be primarily focused on developing and operationalizing W. P. Carey’s job architecture, including analyzing and revising job descriptions, mapping positions to ASU job profiles, and establishing consistent classification practices under the guidance of the W. P. Carey Director of Human Resources. The position requires applying professional judgment to translate ASU’s framework into a practical, defensible structure that reflects the operational realities of a large diverse business school. As foundational work is established, the role will evolve to support ongoing classification, compensation analysis, and broader HR operational needs, including compensation reporting, equity and compression analyses, and process improvement initiatives. The position also contributes to the development of scalable processes and tools, including the thoughtful application of AI-enabled solutions to enhance job description quality and classification consistency. Through this work, the Senior Compensation Analyst helps ensure WPC’s staff and student job architecture remains equitable, scalable, and sustainable, while operating within established governance and approval structures.

Requirements

• Bachelor's degree and five (5) years of experience appropriate to the area of assignment/field; OR, Any equivalent combination of experience and/or training from which comparable knowledge, skills and abilities have been achieved.

Nice To Haves

• 2+ years’ higher education classification and compensation experience, with a strong preference for large, complex public institutions; equivalent experience in public sector roles may be considered.
• Prior experience supporting or contributing to the implementation of a formal job architecture framework, especially during early adoption or transition periods.
• Experience working with staff and/or student employment classifications.
• 2+ years’ experience with talent acquisition, recruitment, or similar HR specialty, preferably in higher education.
• Familiarity with ASU systems, practices, or governance structures related to HR, classification, or compensation.
• Prior exposure to AI-enabled or automation tools used in HR or operational process improvement.
• SHRM-CP or SHRM-SCP (or equivalent) highly preferred.
• Experience consulting with senior leaders on role design, classification and/or compensation-related topics.

Responsibilities

• Job Architecture Management (50%): Develop, maintain, and document a WPC-specific staff job architecture map, under director-level review. Independently map existing and new positions to appropriate ASU job profiles and levels using established job evaluation methodologies. Analyze, revise, and standardize staff and student job descriptions to ensure clarity, consistency, and alignment with ASU’s job architecture framework. Partner with hiring managers and HR colleagues to clarify role scope, responsibilities, and position intent to support accurate and consistent role classification across the school Provide expert guidance and recommendations related to role right-sizing and title alignment, escalating complex or sensitive cases as appropriate.
• Reporting & Analytics (20%): Conduct internal compensation analyses, including equity and compression reviews, using ASU systems and provided labor market data. Develop and maintain recurring classification and compensation reports to support HR processes such as promotions, merit cycles, and position reviews. Analyze trends and patterns in classification and compensation data to support informed decision-making and continuous improvement. Prepare clear, data-informed summaries and recommendations for HR leadership and senior stakeholders
• Operational & Process Development (15%): Design, document, and maintain operational processes and standards supporting job classification and job description management across WPC. Improve job description intake, review, and maintenance workflows in Workday to support accuracy, consistency, and scalability. Partner with Technology Services and Operations (TSO) to identify, pilot, and recommend AI-enabled tools that improve efficiency and consistency in job description drafting and classification, ensuring appropriate controls, data stewardship, and alignment with institutional guidelines. Develop practical guidance, templates, and training resources to support consistent adoption of classification processes by hiring managers and HR colleagues.
• Talent Acquisition & Recruitment (10%): Partner with hiring managers to support recruitment processes, ensuring alignment between job postings, classification, and approved job architecture. Process and post job descriptions in Workday, ensuring accuracy, consistency, and appropriate classification prior to recruitment. Support recruitment operations such as coordinating requisitions, facilitating candidate review processes, and assisting with hiring workflows. Collaborate with HR team members to ensure recruitment activities align with established compensation, classification, and organizational guidelines.
• Other (5%): Attend relevant trainings and professional development activities to maintain current knowledge of compensation, classification, and job architecture practices. Deliver trainings and workshops to promote compensation-related skills development across management levels in the school. Other duties as assigned

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 1,001-5,000 employees