$60 / hour
Salary Range: $57 - $64
Management
$59 / hour
Salary Range: $51 - $67
Property Management
$55 / hour
Salary Range: $51 - $62
Web Security
$53 / hour
Salary Range: $46 - $61
Sales
$53 / hour
Salary Range: $48 - $59
Finance
$51 / hour
Salary Range: $45 - $60
Contact Center Operations
$50 / hour
Salary Range: $44 - $55
Quality Assurance
$41 / hour
Salary Range: $36 - $46
-
$40 / hour
Salary Range: $36 - $44
Human Resources
$39 / hour
Salary Range: $36 - $42
Human Resources
$37 / hour
Salary Range: $30 - $41
Management
$35 / hour
Salary Range: $31 - $41
Parts Inventory
$47 / hour
Salary Range: $41 - $53
Williamsport, MD
$45 / hour
Salary Range: $40 - $51
Hazelwood, MO
$50 / hour
Salary Range: $44 - $57
Seattle, WA
$43 / hour
Salary Range: $37 - $48
Columbus, NE
$45 / hour
Salary Range: $40 - $51
Saukville, WI
$46 / hour
Salary Range: $40 - $52
Dallas, TX
$48 / hour
Salary Range: $42 - $54
Shrewsbury, MA
$43 / hour
Salary Range: $38 - $49
Albertville, AL
$49 / hour
Salary Range: $43 - $55
East Providence, RI
Get an estimated calculation of how much you should be earning and insight into your career options.
| Expense Category | Estimated Monthly Cost | Key Considerations / Notes |
|---|---|---|
| Housing (1-BR Apt Rent) | $700 - $1,100+ | A significant portion of Al West Nissan salary. Location choices impact this heavily. |
| Utilities (Basic) | $130 - $220 | Electricity, Heating, Cooling, Water etc. |
| Public Transportation | $30 (CU Transit monthly pass) | Essential for most commuters; car ownership is costly. |
| Groceries (Single Person) | $360 - $530 | Can be higher with more dining out or specialty stores. |
| Personal & Leisure | $300 - $580+ | Dining out, entertainment, shopping. Highly variable. |
| Healthcare (Individual) | $340 - $630+ | Varies significantly by plan & employer contribution. |
| Subtotal (Excluding Taxes) | $1,860 - $3,060+ | This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay. |
The typical salary range for most roles at Al West Nissan is approximately from $38 to $49 per hour. It's important to remember that these are overall averages, actual salaries vary significantly based on specific job titles, years of experience, skills, and location.
The average annual salary at Al West Nissan is $90,903, or an hourly wage of $44, in comparison to SAMP/USA Inc which pays $97,052 per year or $47 per hour.
Yes, salaries often differ between departments at Al West Nissan due to varying market demand for specific skill sets and the nature of the roles. For example, technical roles in Engineering or IT may command different salary ranges compared to roles in Marketing or Human Resources.
Experience level is a significant factor in determining salary at Al West Nissan, as it is with most employers. Generally, employees with more years of relevant experience and a proven track record can command higher salaries. For example, a senior-level role will typically have a higher pay band than an entry-level or mid-career position within the same job family.
To determine if a salary offer from Al West Nissan in Springfield is fair, first compare the gross salary to our data for similar roles at Al West Nissan and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Springfield" to understand its purchasing power.
All salary figures displayed for Al West Nissan, including average base salary and estimated total compensation, are pre-tax amounts. They do not account for federal, state, or local income taxes, nor deductions for benefits like health insurance or 401(k) contributions.
The trusted data and intuitive software your organization needs to get pay right.
Explore CompAnalyst ®Enhance your organization's compensation strategy with salary data sets that HR and team managers can use to pay your staff right.
Surveys & Data SetsReal-time global intelligence that empowers you to make competitive pay decisions and align offers with global trends.
SalaryIQTMIf your compensation planning software is too rigid to deploy winning incentive strategies, it’s time to find an adaptable solution.
Compensation Planning