Analyst Compensation 1

We are engineers, high line workers, power plant managers, accountants, electricians, project coordinators, risk analysts, customer service operators, community representatives, safety and security specialists, communicators, human resources partners, information technology technicians and much, much more. We are 3,500 people committed to enhancing the lives of the communities we serve. Together, we are powering the growth and success of our community progress every day!

Position Summary

Responsible for providing comprehensive compensation services including job analysis, benchmarking, pay review & recommendation, job evaluation, job description review, incentive plan management and program management. Additionally, the compensation analyst provides consultative services for all CPS Energy compensation programs and processes coordinating within People & Culture teams, including HRIS, Talent Acquisition and HR Generalists, to assist all employees, managers and leaders.

Grade: 11 Qualifications May Warrant Placement In a Different Job Level. Deadline to apply: 8/21/2025 Tasks And Responsibilities

- Administers base pay programs including job analysis, pay analysis and recommendations, base pay recommendation for new hires and promotions and consulting with managers on all base pay reviews and changes

- Works with talent acquisition and business partners to review and update Job Descriptions

- Participates in external salary surveys, both formal and informal, to collect and analyze information on the organization's competitive position

- Conducts benchmarking and research activities including responding to survey data requests

- Works with HRIS and IT staff to ensure SAP and SuccessFactors meets compensation needs and is updated to reflect changes to salary structures, merit process, incentive programs, or any other related compensation changes

- Develops and documents procedures to streamline processes and ensure compliance with regulatory requirements

- Provides tactical support and compensation data analytics to internal customers to help drive strategic corporate HR projects/initiatives

- Works with legal and compliance teams for data requests via Open Records programs

- Performs other duties as assigned

Minimum Skills

Minimum Knowledge and Abilities

Basic knowledge of compensation and job evaluation theories, practices and systems; applicable wage and hour laws and regulations

Familiarity with salary survey methodologies and market analysis

Ability to conduct statistical analysis including computing mean, median, weighted average, mode

Understanding of Functions within Excel and ability to learn Excel functionality

Ability to maintain confidentiality and professionalism at all times.

Excellent interpersonal communications and collaboration skills to work with all level of employees and colleagues

Intermediate analytical and problem solving skills with the ability to lead projects from onset to completion

Ability to prioritize and multitask effectively.

Preferred Qualifications

- Bachelor’s degree in Human Resources, Accounting, Finance or related field from an accredited university or equivalent work experience

- CCP, PHR/SPHR, or SHRM certification

- Experience with SAP and SuccesFactors compensation modules

Competencies

Demonstrating Initiative

Serving Customers

Communicates Effectively

Delivering High Quality Work

Demonstrating Self-Insight and Awareness

Driving Continuous Improvement

Minimum Education

High School Diploma or GED

Required Certifications Working Environment

Indoor work, operating computer, manual dexterity, talking, hearing, repetitive motion. Use of personal computing equipment, telephone, multi-functioning printer and calculator.

Ability to travel to and from meetings, training sessions or other business related events.

Physical Demands

Exerting up to 10 pounds of force occasionally, and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body.

Sedentary work involves sitting most of the time. Jobs are sedentary if walking & standing are required only occasionally, and all other sedentary criteria are met.

CPS Energy does not discriminate against applicants or employees. CPS Energy is committed to providing equal opportunity in all of its employment practices, including selection, hiring, promotion, transfers and compensation, to all qualified applicants and employees without regard to race, religion, color, sex, sexual orientation, gender identity, national origin, citizenship status, veteran status, pregnancy, age, disability, genetic information or any other protected status. CPS Energy will comply with all laws and regulations.