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Senior Compensation Analyst
3 months ago
Requisition ID #
Job Category: Human Resources
Job Level: Individual Contributor
Business Unit: Human Resources & Enterprise Change Ofc
Work Type: Hybrid
Job Location: Oakland
Department Overview
The People department is committed to providing PG&E employees with the tools, information and services to help deliver safe and reliable gas and electric service to our customers. The Compensation team plans, designs, and implements PG&E's employee and executive compensation programs that add competitive value and drive alignment to key business objectives. The Compensation team is also responsible for the administration of all plans, proposing changes, ensuring regulatory compliance and effective HR integration. The team is comprised of two compensation components: Executive Compensation and Broad-Based Compensation.
Position Summary
The Senior Compensation Analyst will be primarily responsible for the day-to-day administration activities pertaining to company sponsored executive compensation plans (e.g., equity compensation programs, deferred compensation, and non-qualified retirement plans) for Pacific Gas & Electric Company as well as support various external filings. You will have a strong attention to detail supported by solid analytical and problem resolution skills as well as be highly proficient at adjusting to varying demands and multiple deliverables and priorities. You will interact with employee populations up to Chief and should demonstrate a level of professionalism and discretion while providing great customer service.
Join our dynamic team where collaboration and support are at the heart of everything we do. As a Senior Compensation Analyst, you will gain invaluable insight into strategic decisions made at the highest levels of our organization. You'll play a crucial role in re-imagining the participant experience by spearheading the development of innovative training and educational curriculum. Additionally, you'll contribute to the exciting launch of an interactive participant portal designed to enhance engagement and accessibility. This position offers a unique opportunity to not only influence strategic direction but also to make a tangible impact on the way our participants interact with our services.
The role is hybrid working primarily from your remote office and in-person based on business needs. The headquarter location is flexible within the PG&E service territory.
PG&E is providing the salary range that the company in good faith believes it might pay for this position at the time of the job posting. This compensation range is specific to the locality of the job. The actual salary paid to an individual will be based on multiple factors, including, but not limited to, specific skills, education, licenses or certifications, experience, market value, geographic location, and internal equity. Although we estimate the successful candidate hired into this role will be placed between the entry point and the middle of the range, the decision will be made on a case-by-case basis related to these factors. This job is also eligible to participate in PG&E's discretionary incentive compensation programs.
A reasonable salary range is:
Bay Area Minimum: $102,000.00
Bay Area Maximum: $152,000.00
-Or-
California Minimum: $97,000.00
California Maximum: $144,000.00
Job Responsibilities
- ON-GOING ADMINISTRATION OF EXECUTIVE COMPENSATION PROGRAMS: Lead day-to-day administration of the company's equity compensation program, deferred compensation and non-qualified retirement plans, including the relevant tax implications/considerations. Additionally, manage vendor performance by tracking/monitoring vendor metrics, and support research/resolve/root cause for data/file issues for continuous improvement purposes. Ensure adequacy of supporting internal controls and proper accounting to support the accuracy of information reported. Additionally, have strong relationships with key stakeholders including HRBPs, Benefits, Accounting, and Legal.
- ANNUAL PAY PLANNING: Administer the annual pay planning process for officers. This entails ensuring the accuracy of information and strong partnership with HRBPs through the process.
- COMMUNICATION AND EDUCATION: Be the first point of contact for coworkers, financial planners, and retirees with questions and requests related to these programs. Support the development of communications and education materials to ensure understanding of PG&E executive compensation plans.
- REPORTING, LEGAL & REGULATORY COMPLIANCE: Support compliance with various legal and regulatory requirements (including SEC, NYSE, CPUC, and IRS) on PG&E Executive Compensation Programs by drafting executive compensation information included in various filings such as the annual proxy CD&A, annual 77M filing, prospectus disclosures, and 10-Q and 10-K filings. Additionally, support monthly financial reporting of exec comp programs.
Qualifications
Minimum:
- Bachelor's degree in Business Administration, Finance, Human Resources, Industrial Organizational Psychology or related field of discipline, or equivalent work experience
- 4 years of relevant experience in Human Resources, Business Administration, or data analysis
Desired:
- Experience with Executive Compensation Administration, including Annual Pay Planning
- Advanced degree in a relevant discipline (e.g., business administration, finance, human resources, industrial organizational psychology).
- Certified Compensation Professional (CCP)
- Experience with internal controls
