Sr. Manager Compensation and Benefits

Kindle Energy LLC ("Kindle") is a leading power generation and asset management company focused on the management, optimization and development of energy assets across the United States and Canada. A portfolio company of Blackstone Group Inc., one of the world's largest alternative asset managers with over $1trillion in assets under management, Kindle operates with the backing of a premier global investment firm.

Kindle currently manages 8.8 GW of power generation assets located in Ohio, Indiana, Texas, Louisiana and Colorado. Our development and construction achievements include ongoing construction of Magnolia Power, LLC, a 700 MW Combined Cycle Gas Turbine (CCGT) project in Louisiana, and Mountain Peak Power, a 164 MW peaking project in Colorado. We are actively working to expand our footprint through three separate natural gas projects under development: Canyon Peak Power (Colorado)a 156 MW peaking facility; Wolf Summit Energy (West Virginia)a 610 MW CCGT; and Lincoln Land Energy Center (Illinois)a 1156 MW CCGT.

Each of these projects reinforce Kindle's growth and our commitment to delivering reliable, efficient and flexible power solutions to meet evolving grid demands.

Kindle is seeking a Sr. Manager of Compensation and Benefits to shape and manage our rewards programs. In this role, you will be a key member of our HR leadership team making sure our pay practices and benefits packages are fair, competitive, and aligned with Kindle’s business needs and values.

This role is responsible for executing Kindle’s rewards programs, including core compensation processes like annual planning, market benchmarking, and salary grading/leveling, as well as equity and executive pay. The position will also guide the administration of health, wellness and retirement programs for Kindle and the portfolio companies that Kindle supports. The Sr. Manager Compensation and Benefits works closely with HR business partners, finance, legal, and leaders across the business to deliver programs that help us attract, retain, and reward great people. This role blends big-picture thinking with rolling up your sleeves to get things done in a fast-paced environment.

Compensation Strategy

- Lead the identification, review, analysis, and design of compensation programs/policies for a rapidly growing organization; the approach should be cost effective, equitable, competitive and consistent with corporate objectives.

- Develop and manage executive compensation initiatives.

- Provide compensation analysis for new and redefined jobs including job description review, FLSA assessment, salary range assignment and recommendations for pay adjustments

- Lead annual compensation planning including execution of base salary, short- and long-term incentive programs, and all related communications and administration.

- Develop, sustain, and evolve a job leveling that provides a foundation for compensation practices and analytics, enables talent initiatives, and drives equitable, efficient, and transparent programs.

- Conduct job evaluations and market benchmarking to ensure internal equity and external competitiveness.

- Develop strong partnerships with HR business partners, finance, legal, and external vendors to ensure alignment and execution of compensation programs.

- Continuously identify opportunities to improve compensation processes, leveraging tools and technology to drive efficiency and simplicity.

- Monitor market trends and regulatory changes to keep our programs current and compliant.

Benefits Management

- Oversee the administration of employee benefits programs including medical, dental, vision, life insurance, disability, leave of absences and wellness.

- Manage/leverage vendor relationships and negotiate renewals to ensure cost-effectiveness and high service levels.

- Evaluate and recommend new benefit programs or enhancements.

- Lead annual open enrollment and develop employee communication/marketing strategies and benefits guides.

- Ensure compliance with ERISA, HIPAA, ACA, COBRA, and other regulatory requirements.

- Conduct employee benefit information seminars as needed.

Job Requirements:

- A bachelor’s degree in human resources, business, finance, or a related field; advanced degree or certification (e.g., CCP) is a plus.

- Five-plus years’ progressive compensation and benefits experience, ideally in high-growth or private equity environments.

- Experience in managing global compensation programs, including equity, incentive design, and job architecture.

- Advanced Excel skills and experience with compensation tools (e.g., Radford, Mercer).

- Strong analytical and problem-solving skills with great attention to detail.

- Comfortable interpreting complex data and turning it into clear, actionable insights.

- Adept in balancing strategic thinking with hands-on execution.

- Brings a positive, team-oriented attitude and builds strong working relationships based on trust.

- Clear communicator who can explain complex topics in a simple, approachable way.

- Ability to manage multiple priorities and stay organized in a fast-paced environment.