Compensation Analyst Jobs in USA with Visa Sponsorship
Compensation analysts design pay structures, conduct salary benchmarking, and analyze compensation data to ensure equitable and competitive employee pay. This analytical role typically qualifies for H-1B visa, E-3 visa, and TN visa sponsorship due to its requirement for specialized knowledge in statistics, economics, or business administration. For detailed occupation requirements, see the O*NET profile.
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To ensure a fair and consistent evaluation process, candidates are expected to complete all interviews and assessments independently and without the use of artificial intelligence tools (including AI-generated responses, prompts, or real-time assistance). Use of AI throughout the application and recruiting process may result in removal from consideration. Our goal is to get to know your authentic experiences, communication style, and problem-solving approach.
Reporting directly to the Manager HR Compensation & Unemployment Administration, the Compensation Analyst is responsible for the development, administration, and continuous improvement of the Company’s wage and salary program. This role ensures compensation practices are competitive, equitable, compliant, and aligned with organizational objectives while supporting a positive Team Member experience.
Success in this role requires strong analytical capabilities, sound judgment, and exceptional customer service. The Compensation Analyst builds trusted partnerships across the organization, using data-informed insights to help leaders make confident decisions to attract and retain talent while maintaining compliance with applicable laws and regulations.
Essential Duties, Responsibilities & Key Accountabilities
- Develop, administer, and continuously improve the Company’s wage and salary programs, policies, and procedures to ensure internal equity and market competitiveness.
- Ensure compliance with the Fair Labor Standards Act (FLSA) regulations as they relate to wage deductions, payment of wages on termination, child labor, etc.
- Support Team Member inquiries as it relates to Compensation practices.
- Develop, review, and maintain job descriptions to support compensation decisions.
- Ensure compliance with federal, state, local, and provincial mandates as it relates to compensation matters.
- Partner with management, HR, Legal, and government agencies as needed to investigate and resolve wage and hour complaints.
- Monitor pay related benefits such as vacation, holiday, sick leave, incentive compensation and bonus programs, etc.
- Interpret and explain policies as requested by current and/or former Team Members or authorized outside agencies.
- Use Workday and other technology to administer compensation related programs.
- Develop reports and dashboards to help understand compensation trends and make informed decisions.
- Demonstrate the HR Department's leadership principles through accountability, unity of direction, and a SUP (Supportive, Upbeat, and Positive) approach.
Skills, Requirements & Qualifications
Required
- 5+ years of progressive Human Resources experience related to compensation administration, development of wage and salary programs, and/or related HR practices.
- Experience conducting market pricing, job evaluations, and compensation analyses.
- Strong understanding of federal, state, provincial, and local employment requirements affecting compensation administration.
- Experience using HRIS platforms, preferably Workday, to administer compensation programs and reporting.
- Experience using Payscale, or similar software, for market analyses, benchmarking, and job description management.
- Strong analytical, organizational, project management, and problem-solving skills.
- Excellent written, verbal, and interpersonal communication skills with the ability to build trusted relationships across the organization.
- Demonstrated ability to lead, exercise sound judgment, and navigate complex compensation situations.
- High level of integrity, professionalism, and discretion in handling confidential information.
Preferred
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- Professional certifications such as a CCP, or related HR certifications.
- Experience administering compensation programs within a large multi-state employer.
- Experience with Workday, third-party market data systems, reporting, and automation.
What Success Looks Like
The successful candidate will:
- Champion a people-first culture by providing compassionate, consistent, and compliant support throughout every interaction.
- Have an analytical mindset to help develop and administer the wage and salary program.
- Build trusted partnerships by listening first, understanding concerns, and providing thoughtful guidance to Team Members, leaders, and HR partners.
- Balance business needs with fairness and compliance by applying compensation policies consistently while considering unique organizational and Team Member circumstances.
- Develop compensation analyses and recommendations that enable leaders to make informed pay decisions.
- Earn the trust of Team Members and leaders through timely communication, dependable follow-through, and sound judgment.
- Use data and reporting to identify trends, strengthen compensation administration, and support informed decisions.
- Take ownership, follow through on commitments, and hold yourself and others accountable.
U-Haul Offers:
- Medical insurance
- Prescription drug plans
- Dental & Vision plan with hearing care discounts
- Onsite medical clinic for team members and eligible family members
- New indoor fitness gym (Midtown Phoenix campus)
- Get Fit Gym Reimbursement Program
- Registered Dietitian Program
- WeightWatchers®
- CVS Virtual Care
- U-Haul Kids Program
- 24-Hour Nurse Line
- Wellness Program (Healthier You initiatives & challenges)
- Mindset App Reimbursement
- Pet Insurance & Wellness plans
- Career stability
- Opportunities for advancement
- Valuable on-the-job training
- Tuition Reimbursement Program
- Free online courses for personal and professional development at U-Haul University®
- 401(k) Savings Plan
- Employee Stock Ownership Plan (ESOP)
- Company-paid life insurance
- Voluntary life insurance options
- Short-Term and Long-Term Disability
- Critical Illness, Accident & Hospital Indemnity plans
- Business & business travel insurance
- MetLaw Legal Program
- MetLife Auto & Home Insurance
- LifeLock Identity Theft Protection
- Dave Ramsey’s SmartDollar® Financial Wellness Program
- U-Haul Federal Credit Union
- Paid holidays, vacation, and sick time
- You Matter Employee Assistance Program (EAP)
- Discounts on cell phone plans, hotels, computers, vehicles & more
- Community involvement & volunteer opportunities
- U-Haul Mothers Program (Paid maternity leave)
This is a full-time, salaried position based on-site at U-Haul's Midtown Campus Tower in Phoenix, Arizona. Regular business hours are Monday through Friday; however, flexibility in scheduling, including evenings and weekends, is required to support business operations, Company initiatives, and Team Member needs.
U-Haul is an equal opportunity employer. All applications for employment will be considered without regard to race, color, religion, sex, national origin, physical or mental disability, veteran status, or any other basis protected by applicable federal, provincial, state, or local law. Individual accommodations are available on requests for applicants taking part in all aspects of the selection process. Information obtained during this process will only be shared on a need to know basis.
About Us
Since 1945, U-Haul has been serving do-it-yourself movers and their households. Like many other successful ventures, the concept for U-Haul was generated out of need. After World War II, there existed the widespread need for do-it-yourself moving equipment that would be available on a one-way, nationwide basis.
U-Haul co-founders L.S. "Sam" Shoen and his wife, Anna Mary Carty Shoen, recognized that need and acted upon it. Their visionary approach spread the cost of ownership among many users, facilitating the mobility of the populations of the U.S. and Canada. The covered wagon of the pioneers morphed into orange U-Haul trailers. In the process, an industry was born.
U-Haul Holding Company and its family of companies, including U-Haul, have strived to create a culture of health and wellness. As of February 1, 2020, and consistent with applicable law, no U-Haul Holding Company or its family of companies will hire individuals in states where it may lawfully decline to hire individuals who use nicotine products (Alabama, Alaska, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Iowa, Kansas, Maryland, Massachusetts, Michigan, Nebraska, Pennsylvania, Texas, Utah, Vermont, Virginia and Washington). This policy will not apply to team members hired before February 1, 2020.
Compensation Analyst
To ensure a fair and consistent evaluation process, candidates are expected to complete all interviews and assessments independently and without the use of artificial intelligence tools (including AI-generated responses, prompts, or real-time assistance). Use of AI throughout the application and recruiting process may result in removal from consideration. Our goal is to get to know your authentic experiences, communication style, and problem-solving approach.
Reporting directly to the Manager HR Compensation & Unemployment Administration, the Compensation Analyst is responsible for the development, administration, and continuous improvement of the Company’s wage and salary program. This role ensures compensation practices are competitive, equitable, compliant, and aligned with organizational objectives while supporting a positive Team Member experience.
Success in this role requires strong analytical capabilities, sound judgment, and exceptional customer service. The Compensation Analyst builds trusted partnerships across the organization, using data-informed insights to help leaders make confident decisions to attract and retain talent while maintaining compliance with applicable laws and regulations.
Essential Duties, Responsibilities & Key Accountabilities
- Develop, administer, and continuously improve the Company’s wage and salary programs, policies, and procedures to ensure internal equity and market competitiveness.
- Ensure compliance with the Fair Labor Standards Act (FLSA) regulations as they relate to wage deductions, payment of wages on termination, child labor, etc.
- Support Team Member inquiries as it relates to Compensation practices.
- Develop, review, and maintain job descriptions to support compensation decisions.
- Ensure compliance with federal, state, local, and provincial mandates as it relates to compensation matters.
- Partner with management, HR, Legal, and government agencies as needed to investigate and resolve wage and hour complaints.
- Monitor pay related benefits such as vacation, holiday, sick leave, incentive compensation and bonus programs, etc.
- Interpret and explain policies as requested by current and/or former Team Members or authorized outside agencies.
- Use Workday and other technology to administer compensation related programs.
- Develop reports and dashboards to help understand compensation trends and make informed decisions.
- Demonstrate the HR Department's leadership principles through accountability, unity of direction, and a SUP (Supportive, Upbeat, and Positive) approach.
Skills, Requirements & Qualifications
Required
- 5+ years of progressive Human Resources experience related to compensation administration, development of wage and salary programs, and/or related HR practices.
- Experience conducting market pricing, job evaluations, and compensation analyses.
- Strong understanding of federal, state, provincial, and local employment requirements affecting compensation administration.
- Experience using HRIS platforms, preferably Workday, to administer compensation programs and reporting.
- Experience using Payscale, or similar software, for market analyses, benchmarking, and job description management.
- Strong analytical, organizational, project management, and problem-solving skills.
- Excellent written, verbal, and interpersonal communication skills with the ability to build trusted relationships across the organization.
- Demonstrated ability to lead, exercise sound judgment, and navigate complex compensation situations.
- High level of integrity, professionalism, and discretion in handling confidential information.
Preferred
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- Professional certifications such as a CCP, or related HR certifications.
- Experience administering compensation programs within a large multi-state employer.
- Experience with Workday, third-party market data systems, reporting, and automation.
What Success Looks Like
The successful candidate will:
- Champion a people-first culture by providing compassionate, consistent, and compliant support throughout every interaction.
- Have an analytical mindset to help develop and administer the wage and salary program.
- Build trusted partnerships by listening first, understanding concerns, and providing thoughtful guidance to Team Members, leaders, and HR partners.
- Balance business needs with fairness and compliance by applying compensation policies consistently while considering unique organizational and Team Member circumstances.
- Develop compensation analyses and recommendations that enable leaders to make informed pay decisions.
- Earn the trust of Team Members and leaders through timely communication, dependable follow-through, and sound judgment.
- Use data and reporting to identify trends, strengthen compensation administration, and support informed decisions.
- Take ownership, follow through on commitments, and hold yourself and others accountable.
U-Haul Offers:
- Medical insurance
- Prescription drug plans
- Dental & Vision plan with hearing care discounts
- Onsite medical clinic for team members and eligible family members
- New indoor fitness gym (Midtown Phoenix campus)
- Get Fit Gym Reimbursement Program
- Registered Dietitian Program
- WeightWatchers®
- CVS Virtual Care
- U-Haul Kids Program
- 24-Hour Nurse Line
- Wellness Program (Healthier You initiatives & challenges)
- Mindset App Reimbursement
- Pet Insurance & Wellness plans
- Career stability
- Opportunities for advancement
- Valuable on-the-job training
- Tuition Reimbursement Program
- Free online courses for personal and professional development at U-Haul University®
- 401(k) Savings Plan
- Employee Stock Ownership Plan (ESOP)
- Company-paid life insurance
- Voluntary life insurance options
- Short-Term and Long-Term Disability
- Critical Illness, Accident & Hospital Indemnity plans
- Business & business travel insurance
- MetLaw Legal Program
- MetLife Auto & Home Insurance
- LifeLock Identity Theft Protection
- Dave Ramsey’s SmartDollar® Financial Wellness Program
- U-Haul Federal Credit Union
- Paid holidays, vacation, and sick time
- You Matter Employee Assistance Program (EAP)
- Discounts on cell phone plans, hotels, computers, vehicles & more
- Community involvement & volunteer opportunities
- U-Haul Mothers Program (Paid maternity leave)
This is a full-time, salaried position based on-site at U-Haul's Midtown Campus Tower in Phoenix, Arizona. Regular business hours are Monday through Friday; however, flexibility in scheduling, including evenings and weekends, is required to support business operations, Company initiatives, and Team Member needs.
U-Haul is an equal opportunity employer. All applications for employment will be considered without regard to race, color, religion, sex, national origin, physical or mental disability, veteran status, or any other basis protected by applicable federal, provincial, state, or local law. Individual accommodations are available on requests for applicants taking part in all aspects of the selection process. Information obtained during this process will only be shared on a need to know basis.
About Us
Since 1945, U-Haul has been serving do-it-yourself movers and their households. Like many other successful ventures, the concept for U-Haul was generated out of need. After World War II, there existed the widespread need for do-it-yourself moving equipment that would be available on a one-way, nationwide basis.
U-Haul co-founders L.S. "Sam" Shoen and his wife, Anna Mary Carty Shoen, recognized that need and acted upon it. Their visionary approach spread the cost of ownership among many users, facilitating the mobility of the populations of the U.S. and Canada. The covered wagon of the pioneers morphed into orange U-Haul trailers. In the process, an industry was born.
U-Haul Holding Company and its family of companies, including U-Haul, have strived to create a culture of health and wellness. As of February 1, 2020, and consistent with applicable law, no U-Haul Holding Company or its family of companies will hire individuals in states where it may lawfully decline to hire individuals who use nicotine products (Alabama, Alaska, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Iowa, Kansas, Maryland, Massachusetts, Michigan, Nebraska, Pennsylvania, Texas, Utah, Vermont, Virginia and Washington). This policy will not apply to team members hired before February 1, 2020.
See all 242+ Compensation Analyst Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Compensation Analyst roles.
Get Access To All JobsTips for Finding Visa Sponsorship as a Compensation Analyst
Emphasize quantitative analysis skills
Highlight your experience with statistical software like R, SAS, or SPSS. Compensation analysis requires specialized technical skills that support the specialty occupation requirement for H-1B petitions.
Target HR consulting firms and large corporations
Companies like Aon, Mercer, Willis Towers Watson, and Fortune 500 corporations regularly sponsor compensation analysts. They understand the specialized nature of this role and visa requirements.
Get relevant certifications to strengthen your case
Consider pursuing Certified Compensation Professional (CCP) or WorldatWork certifications. These demonstrate specialized knowledge and can strengthen your visa petition by showing role-specific expertise requirements.
Document your degree's relevance clearly
Economics, statistics, business administration, or human resources degrees typically qualify. Prepare to explain how your coursework in econometrics, statistics, or organizational behavior directly applies to compensation analysis.
Prepare for LCA wage level discussions
Compensation analyst positions often qualify for Level II or III wages due to specialized analytical requirements. Be ready to discuss your experience with regression analysis and market data interpretation.
Highlight experience with compensation surveys
Experience conducting or analyzing compensation surveys from vendors like Radford, Compdata, or PayScale demonstrates specialized knowledge that supports visa applications and distinguishes you from general HR roles.
Frequently Asked Questions
What degree do I need for H-1B sponsorship as a compensation analyst?
Most compensation analyst positions require a bachelor's degree in economics, statistics, business administration, human resources, or a related quantitative field. The degree must be specifically related to the analytical and statistical aspects of the role. Some employers may accept business degrees with coursework in statistics or econometrics.
How to find Compensation Analyst jobs with visa sponsorship?
To find Compensation Analyst positions with visa sponsorship, use Migrate Mate, which specializes in connecting international talent with sponsoring employers. Focus your search on large corporations, consulting firms, and multinational companies that frequently hire for HR analytics roles. These employers commonly sponsor H-1B visa, L-1 visa, and other work visas for qualified compensation professionals with strong analytical and statistical skills.
Do compensation analyst roles qualify for TN visa status?
Yes, compensation analyst positions can qualify under the "Economist" or "Management Consultant" TN visa categories, depending on job duties. You'll need a degree in economics, business, or related field, and the role must involve economic analysis rather than purely administrative HR functions.
What makes compensation analyst a specialty occupation for visa purposes?
The role requires specialized knowledge in statistical analysis, econometrics, regression modeling, and market data interpretation. Most positions require proficiency with statistical software and advanced analytical techniques that aren't typically learned through general business experience alone, supporting the specialty occupation argument.
Are entry-level compensation analyst positions eligible for sponsorship?
Entry-level positions can qualify if they require a specific degree and involve analytical work beyond basic data entry. However, roles focused primarily on administrative tasks or simple data compilation may not meet specialty occupation standards. Look for positions requiring statistical analysis or compensation modeling skills.
How do I differentiate compensation analysis from general HR for visa applications?
Emphasize the quantitative and analytical aspects: regression analysis, statistical modeling, market data interpretation, and compensation survey analysis. Avoid describing the role as general HR administration. Focus on specialized software skills, econometric techniques, and the mathematical nature of pay equity analysis and market benchmarking.
What is the prevailing wage requirement for sponsored Compensation Analyst jobs?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.