(Relevant experience or education from an accredited college or university may be substituted.)
OR:
Five years of experience with Pima County in a professional-level classification performing human resources responsibilities.
Qualifying education and experience must be clearly documented in the "Education" and "Work Experience" sections of the application. Do not substitute a resume for your application or write "see resume" on your application.
Preferred Qualifications : (Be specific in describing your experience in your application. Ensure the descriptions provided illustrate your competencies, specifically addressing the required and preferred qualifications.):
Working knowledge of market data analysis tools, including Payfactors, ERI, and compensation survey sources.
Advanced experience using Excel for analyzing and visualizing pay rates, labor market data, and compensation structures.
Experience developing, conducting, and analyzing salary surveys or compensation studies for an organization.
Experience developing and submitting human resources related written reports with recommendations to management.
Selection Procedure:
Pima County Human Resources Department reserves the right to admit to the selection process only those candidates that meet the minimum qualifications. All applications will be assessed bas
Benefits
Vision insuranceEquity / stock options
Additional Information
Job Description Summary
Department - Human Resources Job Description
OPEN UINTIL FILLED
Job Type: Unclassified
Job Classification: 2024 - Compensation Analyst
Salary Grade: 15
Pay Range
Hiring Range: $69,908 - $83,886 Annually
Pay Range: $69,908 - $97,864 Annually
Range Explanation:
Hiring Range is an estimate of where you can receive an offer. The actual salary offer will carefully consider a wide range of factors, including your skills, qualifications, experience, education, licenses, training, and internal equity.
Pay Range is the entire compensation range for the position.
The first review of applications will be on 05/15/2026.
The Compensation Analyst analyzes labor market data, researches job requirements, and evaluates job positions to ensure the County is competitive in the areas of salaries, equity, and alignment of pay practices. This position assists in the administration and maintenance of the County job architecture and pay structure, conducting analysis, evaluation, and interpretation related to the County's compensation programs.
This is a classification in the unclassified service and is exempt from the Merit System Rules.
Essential Functions:
As defined under the Americans with Disabilities Act, this classification may include any of the following tasks, knowledge, skills, and other characteristics. This list is ILLUSTRATIVE ONLY and is not a comprehensive listing of all functions and tasks performed by incumbents of this class. Work assignments may vary depending on the department's need and will be communicated to the applicant or incumbent by the supervisor.
Develops written reports and data analyses for specialized compensation studies, market salary studies, and benchmarking reports for Human Resources Management and/or County Management review;
Conducts analyses to match comparable County positions to those in outside organizations, conducts wage regression analyses and utilizes standard processes in data aging to develop appropriate wage recommendations based on variable labor market data;
Develops new job classifications, and revises/updates existing job classifications, determines minimum qualifications for hiring, Fair Labor Standards Act (FLSA) exemption status, and other requirements appropriate of the position;
Reviews proposed or past compensation actions for compliance with applicable federal, state and County policies, regulations and procedures by application of County Merit Systems Rules and Personnel Policies/Procedures;
Reviews, verifies and processes changes, updates, and modifications to the compensation plan, classification system, and associated databases and files as necessary;
Researches and responds to inquiries into salary discrepancies and/or compensation/classification related concerns;
Conducts compensation reviews and analysis in verifying pay rates for new hires, promotions, transfers, demotions, and other direct compensation;
Assists Human Resources Management in developing and maintaining the compensation plan for the County that complies with local, state and federal legislation, including monitoring the FLSA and other Wage-Hour provisions;
Provides data, charts, graphs, and multimedia collateral for classification, compensation, and budgeting presentations.
Pimacounty · Tucson, AZ