Compensation Analyst II or Senior

Town of Gilbert • 50 E. Civic Center Dr., AZ

1d

About The Position

The Compensation Analyst II or Senior benchmarks the Town of Gilbert’s jobs against the market by analyzing salary survey data and modeling the budget effects of pay range and rate changes. The position evaluates roles and recommends fair, competitive pay for new positions, promotions, reclassifications, and job families. It maintains the Town’s pay plan and salary structures and responds to pay and classification questions from employees, leaders, and outside agencies.

The role runs the annual pay-for-performance process and maintains accurate compensation data across enterprise HR systems in partnership with Payroll and IT. It helps ensure pay practices comply with federal, state, and local laws and translates complex data into clear recommendations for People Team partners and leaders. The position is at-will and FLSA exempt, and is ineligible for overtime compensation. Gilbert determines whether to hire at the Analyst II or Senior level based on its assessment of the candidate’s qualifications and experience.

Requirements

• Bachelor’s degree in human resources, business or public administration, finance, economics, statistics, or a related field.
• Experience developing and implementing compensation programs in the private or public sector, including expertise in job evaluation, market pricing, or salary analytics: three years for Analyst II or five years for Senior.
• Professional-level human resources experience with a comprehensive understanding of federal, state, and local employment laws: three years for Analyst II or five years for Senior.
• Equivalent combinations of experience and training may qualify if they provide the knowledge and abilities necessary to perform the work.

Responsibilities

• Benchmark jobs against the market by analyzing salary survey data.
• Model the budget effects of changes to pay ranges and rates.
• Evaluate positions and recommend competitive pay for new roles, promotions, reclassifications, and job families.
• Maintain the Town’s pay plan and salary structures.
• Respond to pay and classification questions from employees, leaders, and outside agencies.
• Run the annual pay-for-performance process.
• Maintain compensation data accuracy across enterprise HR systems in partnership with Payroll and IT.
• Help ensure pay practices comply with federal, state, and local law.
• Translate complex data into plain-language recommendations for People Team partners and leaders.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level