Compensation Analyst I, II, Sr., Or Lead

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Be Part of Our Story.

• Do you want to be part of a company culture founded on safety, teamwork, collaboration, and positive leadership?
• Do you want the opportunity to grow yourself in your current job and beyond?
• Do you want to live in the heart of the Sonoran Desert, with beautiful landscapes all around and a city immersed in culture and diversity?

If you answered "Yes" to any of these questions, read on. We want to know of your interest. If you apply, you are not just a number, you are a possible team member! Our culture is at the heart of our success and we are looking for talented individuals for the position of Compensation Analyst I, II, Sr., or Lead to bring their skills and experience to the table while enriching our already strong culture.

What you will do

• Responsible for complex compensation research, analysis and compliance.

• Administration of the Company's Compensation Program (base and short-term incentives).

• Annual salary planning and bonus administration.

• Perform job analyses, including evaluation, internal comparison, external market pricing and external survey participation. Recommend appropriate salary grade placement or adjustments consistent with objectives regarding internal equity and external competitiveness.

• Participate in salary and total rewards surveys and analyze survey results to determine the competitiveness of the Company's compensation package.

• Creation of operational reports including collecting and collating data, analyzing that data for pertinent information, and creating actionable reports and/or presentations based on that information.

What you bring

• High school diploma or GED.

• Strong analytical and problem solving skills.

• Proficiency in computer software applications including: (Excel) spreadsheets, (Word) word processing, (PowerPoint) presentations.

• Ability to prioritize work and effectively manage time in order to meet deadlines with an emphasis on accuracy and attention to detail.

• Demonstrate ability to communicate effectively at all levels and with internal and external business partners of the company; including speaking and business writing.

• Demonstrate ability to work independently, as well as in a team environment.

• Demonstrate understanding of the laws and regulations that affect human resources and compensation.

• A high degree of human relations skills are required to deal with confidential and sensitive information and situations with tact.

If this sounds like the opportunity for you, apply now!

Full Posting below

Position Description

The Compensation Analyst is responsible for the design, analysis, communication, and administration of the Company's broad-based wage and salary programs and structures, including short- and long-term incentive plans for executive, management and frontline staff. May be assigned primary or secondary responsibility for specific compensation programs.

Evaluates jobs, determines pay grades, participates in compensation surveys, performs complex analysis, and makes recommendations for wage and salary structure movement and budget distribution. Contributes to maintaining competitive and equitable pay practices for the UNS enterprise. Handles confidential information with care.

Position-Related Responsibilities

Compensation Administration:

• Performs job analyses & benchmarking, including interview, evaluation, internal comparison, external survey, and assessment or calibration of job titles to align with the market; recommends job classifications, job grade placement or adjustments and FLSA status for new or updated positions, ensuring internal equity and external competitiveness.

• Conducts compensation analysis to support compensation decisions for new hires, internal hires, promotions, and out-of-cycle pay adjustments; ensures internal equity and external competitiveness.

• Conducts specified internal equity and/or compression reviews that are requested on a stand-alone basis or as part of restructuring efforts; partners with Human Resources Business Partners (HRBP's) to understand business needs, collect relevant information and deliver messages.

• Administers the annual merit program and bonus incentive (short-term incentive or "STI") for eligible participants; includes program design, data gathering & planning, communication & training, conducting pay calibration sessions, and partnering with Payroll to ensure timely and accurate payments.

• Assists the Compensation Manager in the administration of the executive compensation program.

• Supports long-term incentive administration, including preparation of spreadsheets, dividend accruals, record keeping, award agreements, and distributions.

• Reviews and validates data to support the non-qualified deferred compensation program for leaders.

• Administers the Spot Award and Stock Purchase programs, as well as, company-owned life insurance (COLI).

• Assists in the communication of employee compensation program changes, annual processes (e.g., merit and STI), annual compensation statements in eComp, and annual total rewards

statements; includes ensuring accuracy of data in relevant systems prior to communication, drafting or providing input to the development of employee communication materials, distribution, and

Human Resources (HR) intranet/Benefits portal maintenance.

• Conducts market reviews annually to determine if current compensation programs and architecture is competitive with the external market; may assist with educating leaders about what market reviews mean for their teams (or partner with HRBP's to educate their assigned client groups).

• Participates in salary surveys and analyzes the survey results to determine the competitiveness of the Company's compensation package.

• Performs tasks that support the development and periodic review of the pay grade structure; implements approved modifications to ensure a competitive posture in the labor market.

• In partnership with HRBP's, audits and reviews Company job descriptions on a systematic basis to ensure they remain current, accurate, and aligned with compensation architecture.

• Prepares and analyzes data to support labor agreement negotiations for TEP, UEE and UEG.

• Assists in the analyses of data and preparation of tables for the Company Proxy.

• May be requested to furnish data or analyses that support Board of Directors compensation workbook preparation.

Compliance:

• Interprets and administers employee compensation and incentive programs in accordance with applicable federal and state employment laws.

• Performs analytical support work for Rate Cases for Tucson Electric Power (TEP), Unisource Energy Services Electric (UEE) and Unisource Energy Services Gas (UEG); prepares exhibits and responses to questions from regulatory agencies such as the Arizona Corporation Commission and RUCO.

• Gathers data and performs analyses in preparation for various compliance filings, reporting and notice requirements governed by the IRS, DOL, SEC and other governing bodies and assists in the execution thereof (e.g., 409A tracking and term notifications, quarterly ESPP margin filings, maintenance of the key employee list with vendors, etc.)

• Prepares and analyzes data to support audits for TEP, UEE and UEG, and maintains working papers for each audit which document the work performed, conclusions reached, and any findings.

• Partners with HR Compliance to plan, track and execute on compliance activities in a timely and complete fashion; works through HR Compliance as the liaison for internal and external attorneys and auditors with respect to all HR programs and plans.

• Administers compensation programs for classified employees in compliance with collective bargaining agreements.

• Maintains current knowledge and understanding of regulations, industry trends, current practices, and applicable laws regarding compensation practices.

Tracking, Reporting & Technology:

• Understands and effectively utilizes HR information systems to obtain, store and analyze pertinent data and information within the parameters of job responsibilities; leverages current technology and tools to their fullest, and ensures accuracy and consistency of data inputs to preserve enterprise data integrity.

• Develops, prepares, generates, and analyzes ongoing and ad-hoc special reports pertaining to compensation and incentive information and data.

• Prepares leadership reports of requested data, organizing outputs in a user-friendly fashion and customizing the level of detail to meet audience requirements; supports leadership in making informed decisions about benefits programs and practices.

• Participates in HR technology/system design, testing, upgrade, and/or enhancement.

Team Contribution & Collaboration:

• Partners with HRBP's to answer leader and employee questions about compensation.

• Partners with or requests assistance from the HR Solutions Center (HRSC) for transactional support services in alignment with their scope of responsibility.

o Responds to assigned escalated tickets from the HRSC according to service level agreement standards; prioritizes the employee experience and escalates as appropriate.

o Performs personal administrative tasks (e.g., travel arrangements, pro cards, expense reports), calendaring, vendor management, and assigned administrative responsibilities.

• Partners with or requests assistance from the HR Systems & Analytics team for HR systems support, data and reporting needs in alignment with their scope of responsibility.

• Contributes to the design, development, documentation, and continuous improvement of Total Rewards and HR processes and procedures; adheres to approved processes and quality standards.

• Leads or assists with Total Rewards and HR initiatives, programs/processes, and special projects, as assigned.

• This position may provide services to affiliates of the Company subject to the UNS Energy Code of Conduct and the related Policies and Procedures.

Compensation Analyst I:

• Under direct supervision, performs minimally complex Compensation functions, as explained in the position-related responsibilities.

• Follows standard Compensation department processes and related organizational policies to complete assigned tasks.

• Takes initiative to grow in functional knowledge; requests guidance or approval from more senior Compensation Analysts or the Manager while gaining experience as a Compensation Analyst.

Compensation Analyst II:

• In addition to Compensation Analyst I duties:

• Performs moderately complex Compensation functions, as explained in the position-related responsibilities.

• Oversees a small project or phase(s) of a larger project.

• Takes initiative to add to their functional knowledge and demonstrates proficiency in subject matter; requests guidance or approval from more senior Compensation Analysts or the Manager, as needed.

Senior Compensation Analyst:

In addition to Compensation Analyst II duties:

• Performs highly complex Compensation functions, as explained in the position-related responsibilities and with minimal supervision.

• Applying significant breadth and depth of functional knowledge, has primary responsibility for complex compensation research, analysis and compliance.

• Oversees multiple projects, one larger project, or even a program which is on-going; can deliver projects to successful completion with minimal guidance.

• Understands business drivers and can deliver solutions which accurately and effectively meet business needs.

• Identifies and overcomes barriers to timely and successful completion of work assigned.

• Identifies process improvements and recommends practices which improve effectiveness.

• Takes ownership of data and can identify, draft and implement validation methodology to ensure that data is accurate on a universal basis.

• Coordinates and expedites problem resolution to ensure efficient and effective completion of assigned tasks.

• Consistently delivers work without errors.

• Readily communicates the status of specific projects, programs and on-going work.

Lead Compensation Analyst:

In addition to Senior Compensation Analyst duties:

• Top level individual contributor, considered a subject matter expert.

• Contributes to the development of Company compensation philosophy and strategy.

• Leads several complex projects at the same time, assists others on complex projects and independently delivers projects to successful completion.

• Applies extensive knowledge of concepts, practices, and procedures.

• Partners with the Compensation Manager to conduct special studies regarding employee compensation and incentive design to determine the cost-effectiveness of existing programs, evaluate alternatives and assess the desirability of new programs and/or modifications of existing programs.

• Participates in the development of or revision of internal control procedures.

• Approaches problem-solving creatively and leads others to reach resolution.

• Understands project and program objectives and can work backwards to identify and implement needed processes to achieve desired results.

• Organizes data to tell stories that leaders can use to make decisions.

• Responsible for review and sign-off of work performed by other analysts.

• Acts as a mentor, guide and source of training for other analysts.

Knowledge, Skills & Abilities

(Equivalent combination of education and experience will be considered.)

Compensation Analyst I

Minimum Qualifications:

• High school diploma or GED.

• Strong analytical and problem solving skills.

• Proficiency in computer software applications including: (Excel) spreadsheets, (Word) word processing, (PowerPoint) presentations.

• Ability to prioritize work and effectively manage time in order to meet deadlines with an emphasis on accuracy and attention to detail.

• Demonstrate ability to communicate effectively at all levels and with internal and external business partners of the company; including speaking and business writing.

• Demonstrate ability to work independently, as well as in a team environment.

• Demonstrate understanding of the laws and regulations that affect human resources and compensation.

• A high degree of human relations skills are required to deal with confidential and sensitive information and situations with tact.

Preferred Qualifications:

• Bachelor's degree in Finance, Accounting, Human Resources Management or comparable area of study and at least 2 years of experience in wage/salary administration and job analysis or combination of education and experience.

• Broad-based business knowledge including financial analysis, project management, research, and report preparation.

• Experience working with software applications such as (Hyperion) budgeting and (PeopleSoft) human resource management system.

Compensation Analyst II

Minimum qualifications of level I plus:

• Bachelor's degree in Finance, Accounting, Human Resources Management or comparable area of study.

• Minimum of 3 years of compensation experience in wage/salary administration and incentive plan administration.

• Ability to manage small projects or phases of larger projects with some supervision.

• Broad-based business knowledge including financial analysis, project management, research, and report preparation.

• Experience working with software applications such as (Hyperion) budgeting and (PeopleSoft) human resource management system.

Preferred Qualifications:

• Progression towards relevant professional industry certification(s).

Senior Compensation Analyst

Minimum qualifications of level II plus:

• Minimum of 5 years of compensation experience to include experience in a compensation department in wage/salary administration, incentive plan administration and total rewards. Working knowledge of plan design in support of workforce planning.

• Demonstrate proficiency managing medium and/or large projects with minimal supervision.

• Ability to recognize opportunities related to business process improvement.

• Fluent in computer software applications including: (Excel) spreadsheets, (Word) word processing, (PowerPoint) presentations.

• Applies extensive knowledge of concepts, practices, and procedures to handle complex tasks and provides guidance to others.

• Applies understanding of stakeholder interests and relevant information to navigate communications and meetings with poise and diplomacy.

Preferred Qualifications:

• Achievement of relevant professional industry certification(s).

• Master's degree in Business, Finance, Accounting, or related field.

• Exceptional analysis and innovation skills.

Lead Compensation Analyst

Minimum qualifications of Senior Analyst plus:

• Minimum of 2 years of supervisory/leadership or project lead experience.

• Provides mentoring and support to other analysts on the team.

• Superior project management skills with the ability to lead multiple business initiatives and continuous improvement efforts with little to no oversight.

• Ability to view business areas from a strategic perspective and recommend forward-thinking solutions.

• Ability to interface with diverse individuals from across the organization and convey complex and sensitive concepts in an accessible manner

• Self-directed and requires minimal supervision.

Preferred Qualifications:

• Achievement of relevant professional industry certification(s).

• Master's degree in Business, Finance, Accounting, or related field.

• Exceptional analysis and innovation skills.