Compensation Analyst – Pay Equity & Market Insight

Hunt; Scottsdale (AZ); On-site; USD 70,000 - 85,000; Full time

Benefits offered by this job

401(k) with employer match

Educational and professional developm

Paid time off

Medical, dental, vision

Life insurance

Paid holidays

Tuition reimbursement

Pet insurance

Job summary

Cadence Education is seeking a Compensation Analyst in Scottsdale, AZ to support competitive and fair compensation practices across our early childhood education workforce. You will conduct market analysis, benchmark salaries, and perform job evaluations while ensuring pay equity and internal consistency.

The role reports to the Compensation Program Director and requires strong data analysis, regulatory knowledge, and collaboration with HR and leadership to design salary ranges and incentive

Qualifications

• Knowledge of compensation theory and practice; FLSA and related regulations.
• Strong analytical skills with high accuracy and data integrity.
• Ability to work in a team and manage multiple projects.

Responsibilities

• Conduct market analysis to maintain competitive salary structures for the early childhood sector.
• Develop and implement compensation structures with pay equity and internal consistency.
• Perform job evaluations and grade assignments aligning roles with compensation.
• Analyze workforce data to monitor trends and advise adjustments for equity.
• Ensure compliance with federal, state, and local compensation laws and regulations.

Skills

compensation theory & practice

data analysis

teamwork

written & verbal communication

Word, Excel, Outlook proficiency

Education

Bachelor's degree in HR/Business/Accounting

Tools

Access

Job description

Cadence Education is seeking a Compensation Analyst in Scottsdale, AZ to support competitive and fair compensation practices across our early childhood education workforce. You will conduct market analysis, benchmark salaries, and perform job evaluations while ensuring pay equity and internal consistency.

The role reports to the Compensation Program Director and requires strong data analysis, regulatory knowledge, and collaboration with HR and leadership to design salary ranges and incentive