Director, Compensation Operations

Requisition ID # 165668

Job Category: Human Resources

Job Level: Director/Chief

Business Unit: Human Resources & Enterprise Change Ofc

Work Type: Hybrid

Job Location: Oakland

Position Summary

Responsible for the design, development, implementation and communication of compensation plans and programs. Ensures compensation programs are aligned with and support the corporate strategic, financial, and operational plans, programs and goals.

This position is hybrid, working from your remote office and your assigned work location based on business need. The assigned work location will be within the PG&E Service Territory.

Job Responsibilities

Assess the impact of current compensation programs and propose new programs to support achievement of strategic business initiatives. Manage compensation programs including the rewards strategy and philosophy, program design, and policies and practices. Work closely with HRBPs, HR functional managers, and Executive leadership to deliver solutions that continue to attract, motivate, and retain outstanding employees. Direct the planning, design, implementation, and administration of compensation programs including, market pricing, survey participation, focal review, base salary structure development, variable pay (sales and non-sales) and equity-based programs. Maintain a working knowledge of legislation that may affect compensation policies. Oversee compliance with legal requirements associated with compensation. Work closely with executive leaders in HR and/or Compensation in the development, preparation, and analysis of presentations and materials for Compensation Committee of the Board of Directors (BoDs). Develop and implement strategic and operating plans for the compensation team. Establish the vision, mission, guiding principles, goals, strategies, action plans and measurements required to ensure effective program design and delivery.

Leadership Qualities

PG&E expects its leaders to conduct themselves with the highest ethics and integrity and to embody specific leadership qualities.

Strategic Mindset Seeing ahead to future possibilities and translating them into breakthrough strategies. Operating effectively, even when things are not certain or the way forward is not clear.

A Leader in the Community and Industry Effectively building formal and informal relationship networks inside and outside the organization. Anticipating and balancing the needs of multiple stakeholders.

Demonstrates Safety Leadership A safety champion in words and deeds with respect to both employee and public safety. Maintaining an environment of open dialog and free of retaliation.

Influences and Inspires Using various- communications that convey a clear understanding of the needs of different audiences. Maneuvering comfortably through complex policy, process, and people-related dynamics.

Optimizes Team Performance Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals. Creating a climate where people are developed and motivated to do their best to help the organization.

Values Diversity and Creates Inclusion Recognizing the value that different perspectives and cultures bring to an organization.

Fiscally Responsible Interpreting and applying understanding of key financial indicators to make better business decisions. Planning and prioritizing work to meet commitments aligned with organizational goals.

Leads Ethically and in a Compliant Manner Sponsoring and sustaining a high integrity speak-up corporate culture which prioritizes ethics, safety and compliance. Building on necessary level of industry, company and subject-matter expertise, including laws and regulations.

Provides a High Level of Customer Service Building strong customer relationships and delivering customer-centric solutions.

Compensation

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 towards the middle of the range ($256,000), the decision will be made on a case-by-case basis related to these factors.​

A reasonable salary range is: Bay Area Minimum: $189,000

Bay Area Maximum: $323,000

Background Qualifications

Minimum Bachelor’s degree in a relevant discipline (e.g., business administration, finance, human resources, industrial organizational psychology) or equivalent experience 12 years of relevant compensation or other human resources experience Experience working with Compensation Committees and BoDs (or similar entities) including development of materials for and presentation of strategy and data

Desired Master’s in Business Administration or other relevant discipline Certified Compensation Professional (CCP) certification Ability to build and sustain a high performing team, develop and coach staff to grow capabilities, and to motivate effectively for results Understanding of compensation discrimination legislation including Equal Pay Act, Civil Rights Act, Age Discrimination in Employment Act Understanding of compensation implications of the Fair Labor Standards Act and the National Labor Relation Act In-depth technical expertise on the various nuances of total rewards programs, including executive compensation and its components. A strong understanding of the relationship between compensation and achieving business objectives, and the motivation and retention of employees Demonstrated track record of success implementing business relevant compensation systems, as well as efficient operation of compensation delivery systems throughout an organization Expertise in designing, implementing and improving compensation systems; highly experienced with short and long-term incentive plans Proven ability to engage and influence senior executives, establish and maintain collaborative partnerships and provide advice, counsel and technical expertise to strategic decisions Demonstrated ability to translate business requirements into tools, processes and programs that will help drive business performance. goals through direct/indirect influence