Compensation Analyst

Sunland Asphalt•Mesa, AZ

11d•Hybrid

About The Position

Sunland Asphalt and Construction, LLC. is seeking an experienced and results-driven Compensation Analyst to join our booming business. This position is hybrid and requires on-site visits 3-4 times a week. Sunland is a leading asphalt solutions provider and general contractor known for delivering exceptional quality, reliability, and innovation to its customers. With a reputation built on decades of combined industry expertise, we specialize in a full range of services-including commercial and residential paving, maintenance and repair, sealcoating, milling, and large‑scale infrastructure projects. This position draws from extensive compensation and change-management experience and is responsible for analyzing, administering, and providing professional level support in the design and transformation of compensation programs that reinforce a pay for performance culture while ensuring internal equity, external competitiveness, and compliance with laws and regulations. This role plays a critical part in building the company's foundational job architecture, including job leveling, salary structures, and standardized job descriptions. WHY JOIN SUNLAND? Competitive salary and commission package 401(K) match after 30 days of employment Work/Life Balance and Community Involvement Comprehensive Health Benefits including Health, Dental, Vision Award Winning Peers & Projects A Foundation Built on Safety

Requirements

Bachelor's degree in HR, Business Administration, Accounting, Finance, or related field is preferred.
5+ years of compensation experience working with job architecture and job leveling, market pricing and benchmarking, annual compensation cycles, and performing complex compensation modeling and analytics.
Must have excellent analytical and problem-solving skills, high attention to detail, and a commitment to data integrity.
Strong communication and interpersonal skills with the ability to partner with internal and external stakeholders. This includes demonstrating the ability to confidently influence and, when appropriate, provide constructive pushback to leaders using data driven analysis to support equitable, consistent, and compliant compensation decisions.
Must have a working knowledge of office software programs, including Word, Excel, PowerPoint, etc.
May include travel to support multi-state operations for open enrollment, employee education, and M&A activity.

Nice To Haves

Experience implementing a new job architecture program to an organization is strongly preferred.

Responsibilities

Builds and implements foundational job architecture, including job leveling, job families, and salary grade structures, to support organizational growth and scalability. Partners with leaders to define roles and finalize job descriptions.
Conducts market pricing using salary surveys and benchmarking tools. Summarizes findings and prepares recommendations to support annual compensation cycles and ongoing pay decisions.
Maintains compensation data within HRIS and compensation systems, including positions, salary structures, and related configuration. Performs audits to ensure accuracy and data integrity.
Analyzes compensation data to identify trends, pay equity considerations, and compliance risks. Provides data driven recommendations for new hire, promotion, and off-cycle pay decisions.
Manages annual compensation cycles, including merit increases, incentive processes and commission plans, and supports the transition to a pay-for-performance philosophy through program design, modeling, communication, and leader enablement.
Partners with Finance and Accounting to model, forecast, and track compensation spend. Conducts recurring analysis on compensation programs to identify patterns, risks, and improvement opportunities.
Supports compensation audits, reporting, documentation, and process optimization. Creates and updates desktop procedures and identifies ways to streamline compensation workflows.
Interfaces with leaders and HR team members to provide research, insights, and guidance related to compensation. Advises managers on effective pay decisions aligned with internal equity, external competitiveness, and established compensation guidelines.
Prepares compensation models and scenarios to support workforce planning and budgeting. Ensures compliance with federal, state, and local laws (FLSA, pay transparency, minimum wage, etc.).
Develops compensation communications and tools that strengthen manager and employee understanding of compensation programs and reinforces and furthers the organization's pay for performance philosophy.