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About the role
- Compensation Manager designing impactful compensation programs at PG&E. Partnering with business leaders to align compensation plans with strategic objectives.
Responsibilities
- Conduct job evaluation and determine job classification and job level
- Conduct market analysis, policy interpretation, communication, and compliance
- Consult with line management and human resource partners on compensation issues, and proactively add value by understanding business issues, analyzing trends, developing solutions, and adding new insight for senior leaders around the use of effective rewards programs and practices
- Design and deliver education on compensation programs for PG&E managers and recruiters to enhance understanding of total rewards policies and procedures
- Lead benchmarking (internally and externally) processes for assigned groups to determine competitive compensation levels
- Lead design of variable pay plans to reinforce the achievement of business metrics
- Oversee the execution of the annual pay planning process for assigned business units
Requirements
- Minimum: Bachelors Degree in job-related discipline or equivalent experience
- 10 years of relevant compensation or other human resources experience
- Desired: CCP-Certified Compensation Professional certification
- Unique or specialized knowledge related to the lines of business supported, labor contracts and negotiations, or are of compensation specialization (Variable pay plan design, sales compensation, executive compensation)
- Advanced project management skills
- Ability to lead cross functional project teams
- Ability to handle critical information
- Advanced knowledge of effective rewards and performance management principles and practices and multi-industry experience
- Effective consulting capabilities, and strong communications skills to interact with all levels of management
- Strong quantitative analysis skills, with working knowledge of statistical analysis and financials modeling
- Experience working with business groups on incentive plan design needs
- Ability to influence business and HR management
- Ability to drive for results and achieve goals through direct/indirect influence
- Understanding of compensation discrimination legislation including Equal Pay Act, Civil Rights Act, Americans with Disabilities, Age Discrimination in Employment Act, Family Medical Leave Act
- Understanding of compensation implications of the Fair Labor Standards Act and the National Labor Relation Act
- Ability to advise on organization and job structure.
Benefits
- PG&E’s discretionary incentive compensation programs
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