SEDAA

********** OPEN TO LOCAL AND NON-LOCAL CANDIDATES RESIDING IN USA, NO C2C***********

Req ID:   Sedaa/3748

Req Title:L6 - Senior Principal Consultant

Location: Oakland, CA (Hybrid/Remote)

Pay rate: 150k to 180k annually

Description:   OPEN TO LOCAL AND NON-LOCAL CANDIDATES OUTSIDE OF PG&E SERVICE TERRITORY. MUST BE ABLE TO WORK NORMAL PACIFIC STANDARD HOURS 8:00 AM TO 5 PM.  ASSIGNMENT IS REMOTE. IF OUTSIDE OF CLIENT SERVICE TERRITORY THE SUPPLIER MUST PROVIDE LAPTOP AND ANY ADDITIONAL EQUIPMENT. MUST BE AVAILABLE ON MS TEAMS DURING PACIFIC BUSINESS HOURS.

TOP THINGS LOOKING FOR:

• Conduct job evaluation, determining job classification and job levels.
• Analyze the impact of new proposed pay structures and work with the broad-based compensation team on       alignment with key strategic priorities.
• Develop/update compensation policies, standards, procedures and training materials.
• Creates presentations to influence change and facilitate effective decision making at the senior leader level.

TOP SKILL SETS LOOKING FOR:

• Strong knowledge of compensation terminology, principles and practices.
• Strong quantitative and analytical skills
• Knowledge of SAP or other HR management systems

PG&E is enhancing their job architecture in preparation for the rollout of SAP SuccessFactors.  The scope of the project includes:  

• Current State Assessment of Non-Bargaining Unit Job Architecture
• Design Career Tracks and Levels Criteria
• Develop job architecture, specifically harmonizing job families and consolidating jobs to prepare for Job Profile Builder implementation
• Propose salary structures with consideration to the future job architecture structure
• Develop a governance framework to provide an outline for sustaining the job architecture
• Draft skills for a single job function and its respective, job families and job profiles

The Principal Compensation Consultant is responsible for managing the business requirements of the new job architecture and integrating the solution into SAP and core business processes in the People Organization. This will entail working closely with the Compensation Department, Human Resources People Partners (HRPPs), HR Functional Leaders, Executive Leadership, cross functional Propel Teams and other external partnerships.

The successful candidate will have significant experience in designing broad-based compensation programs including base pay structure, merit programs, and compensation processes and technology for both represented and non-represented coworker groups. Additionally, the role requires strong written and verbal communication skills and be able to communicate with a wide variety of audiences from senior leaders.

While this position can be partly remote, it would be ideal for the role to attend meetings in person at PG&E’s headquarters in Oakland or San Ramon, California, as needed for the team and the work.

Reporting Relationship

• The position reports to the Director of HR Technology and Governance

Job Responsibilities

• Evaluates and analyzes job architecture.  Partners with clients in creating and maintaining job families and      respective job profiles.  
• Conduct job evaluation, determining job classification and job levels.
• Analyze the impact of new proposed pay structures and work with the broad-based compensation team on      alignment with key strategic priorities.
• May perform market pricing to establish competitive pay ranges for jobs, including market research and ad-    hoc benchmarking.
• Develop and maintain mapping of employees to new job architecture.
• 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.
• Serves as a resource on complex issues and provides training to team.
• May provide compensation consulting to business clients.
• Creates presentations to influence change and facilitate effective decision making at the senior leader level.
• Develop an organization-wide skills framework.
• Develop a processes and protocols for sustaining the newly created job architecture.
• Maintains metrics and dashboards to measure impacts and progress.

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.
• 10 years of leadership experience

Desired

• Highly experience in designing, implementing and improving compensation systems
• Experience with Regulated Public Companies
• Significant experience in project planning, including defining project objectives and scope, developing comprehensive project plans, resource management, stakeholder engagement/management and change management.
• Certified Compensation Professional (CCP)
• Knowledge, Skills, Abilities and (Technical) Competencies
• 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 orientation.
• 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

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Job Title - Senior Compensation Analyst (New upcoming job)

Location - Local to Bay Area (preferred) but open to candidates within California.

Description:

The role is remote and might require to go into office occasionally if the person is located in North Cal.

TOP THINGS:

• Stock Administration experience
• HRIS system Experience
• Excel and auditing experience

Department Summary

The Compensation Team is in the Human Resources department, and designs, administers, and communicates the company’s compensation programs. The 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 Senior Compensation Analyst will assist with providing executive compensation support to various HR partners and line of business leaders. This role will also be responsible for data analyses, providing analytics, administer systems maintenance for applications utilized by team, and assist with interpreting compensation policies. Additionally, the Senior Analyst will respond to ad-hoc requests, problem solve various compensation related matter, and review and consult on jobs and pay. The successful candidate will also assist with the development of continuous process improvements and tools. The role will report to the Executive Compensation Manager.

The position is hybrid working primarily from your home office with occasional in-person visits to the Oakland General Office as business needs require.

Job Responsibilities

• Support Executive Compensation administration and requirements
• Administration of the company’s Long-Term Incentive Plan (LTIP)
• Administration of company’s deferred compensation and executive supplemental retirement plans
• Participate in compensation surveys, perform survey job matching, and conduct ad-hoc benchmarking and market research as needed
• Administration of the officer annual pay planning, system testing and audit reviews. Process off-cycle officer personnel changes, and action changes (new hire, promotion, termination)
• Performs moderate to complex compensation data analysis, interprets results, and shares findings with internal and external clients
• Conducts ad hoc reporting and problem solving to support in the preparation of required SEC filings (10Q/10K, 77M, annual report, proxy)
• Creates internal process documentation and recommend enhancements to existing process and procedures
• Conduct routine audits for various stock administration and executive compensation reporting

Qualifications

Minimum:

• Bachelor’s degree in a relevant discipline (e.g. business administration, finance, human resources, industrial organizational psychology) or equivalent experience
• 4 years of relevant experience in business administration or data analysis, or combination of advanced degree and experience

Desired:

 3-5 years of compensation or other Human Resource relevant experience.

• Advanced degree in a relevant discipline (e.g. business administration, finance, human resources, industrial organizational psychology)
• Certified Compensation Professional (CCP) certification
• Experience using SAP BI for reporting
• Vendor management experience
• Knowledge and experience with equity plan or stock administration
• Quantitative analysis skills and working knowledge of statistical analysis
• Working knowledge of SAP OM, Job Object and related info types
• Advanced level proficiency with Microsoft Excel (e.g. formulas, pivot tables, slicers)