Expert Compensation Analyst

Requisition ID # 170791 

Job Category: Human Resources 

Job Level: Individual Contributor

Business Unit: People

Work Type: Hybrid

Job Location: Oakland

Department Summary

The Total Rewards Team at PG&E sits in the People team. They are responsible for the design, administration, communication and training of the company’s compensation and benefits programs. The Compensation team includes individuals who consult with business leaders on rewards issues, design and implement new programs, and administer existing programs, including base salary, STIP, LTIP, recognition, and executive pay.

Position Summary

The Expert Compensation Analyst will be the lead for core operational compensation processes, such as pay planning and reviews (including compression and equity). In this role, you may provide consulting services for HR partners and line of business leaders. You will also be responsible for data analyses, providing analytics, maintain data/pay structures, and develop compensation policies. Additionally, the Expert Compensation Analyst will respond to ad-hoc requests, problem solve various complex compensation related matter, and review and consult on jobs and pay.

The role is hybrid working from your remote office and in-person at the Oakland General Office, 0-3 days per week, based on business needs or company requirements.

Job Responsibilities

• Reviews and provides guidance on the most complex salary offer recommendations to ensure internal equity
• Evaluates and analyzes jobs and determines FLSA status. Partners with clients in creating and maintaining job families/profiles
• Performs market pricing to establish competitive pay ranges for jobs, including market research and ad-hoc benchmarking
• Analyzes large complex data sets/issues, identifies trends/issues and develops comprehensive and innovative recommendations
• Designs and audits compensation related information and structures (e.g., pay structures, job maintenance, etc.) in various systems. Identifies and recommends areas for change or standardization
• Leads core processes (e.g., pay planning, equity plan, compression, pay reviews, required reporting/disclosures)
• Identifies areas lacking consistency and proposes solutions for process improvement
• Creates presentations to influence change and facilitate effective decision making at the senior leader level
• Collaborates with Compensation Consultants in the development of compensation policies and standards
• Serves as a resource on complex issues and provides training to team
• Manages projects and initiatives having a high enterprise impact
• May provide compensation consulting to line management

Qualifications

Minimum:

• Bachelor's degree in Business Administration, Finance, Human Resources, Industrial Organizational Psychology or related field of discipline, or equivalent work experience
• 7 years of relevant experience in business administration or data analysis
• 3 years of Compensation or other Human Resources experience

 Desired:

• Advanced degree Business Administration, Finance, Human Resources, Industrial Organizational Psychology.
• Certified Compensation Professional (CCP)
• Vendor management experience
• Experience with equity plan administration
• Strong knowledge of compensation terminology, principles and practices
• Knowledge of legal compliance related to compensation administration and practices (e.g., Equal Pay Act, Americans with Disabilities, Age Discrimination in Employment Act, and Fair Labor Standards Act)
• Detail orientated
• Ability to handle confidential information
• Strong quantitative and analytical skills
• Working knowledge of statistical analysis and financial modeling
• Ability to interpret complex data and draw conclusions
• Strong proficiency with Word, Excel (creating and using complex formulas) and Access
• Knowledge of SAP or other HR management systems
• Knowledge of effective rewards and performance management principles and practices

Compensation

PG&E is providing the full salary/pay range for this position.  The actual amount paid to an individual will be based on multiple factors, including, but not limited to, internal equity,specific skills, education, licenses or certifications, experience, market value, and geographic location.  The range to reasonably expect will be around the minimum and the midpoint. The final decision will be made on a case-by-case basis related to the factors above.This job is also eligible to participate in PG&E’s discretionary incentive compensation programs. 

Bay Area Min: $126,000

Bay Area Mid: $163,000

Bay Area Max: $200,000