Summary: Responsible for managing the planning, design, implementation, maintenance, regulatory compliance, communication and administration of corporate compensation programs consistent with organization’s human capital objectives.
Tasks & Responsibilities: -Oversee the management of company compensation programs, and recommend changes as appropriate to establish and maintain competitive pay rates and ensure internal equity - Oversee the job description management, job evaluation/market pricing process and FLSA classification. Manages the ongoing maintenance and governance of WGL’s job level structure/architecture - Review and approve job offers and internal promotion requests, and advise management on associated compensation actions - Establish salary structures, manage salary budgets and collaborate with HR Compliance to create policies and procedures which ensure the achievement of equitable and competitive employee compensation - Lead the merit, short-term incentive plan, and equity review processes - including planning, preparation, calculation, review, validation, execution and communication - Provide consulting service to HR business partners and business unit leadership to establish innovative compensation strategies to attract and retain talent - Advise and assist business units with creating and updating incentive programs, including commission programs, for regulated and non-regulated businesses - Maintain knowledge of government regulations, compensation and benefit program trends, and practices among similar organizations - Maintain a working knowledge of federal, and state legislation influencing compensation and benefits programs - Manage compensation and benefits survey participation and recommends changes to total rewards platform to ensure market-based plans - Monitor and evaluate the competitiveness and efficacy of the company's compensation programs - Establish operational objectives and work plans, and delegate assignments to subordinates - Ensure alignment of incentive/reward elements with culture, strategy, and operational imperatives - Manage the work of one Senior Comp Analyst, including hiring, evaluating, training, performance management, compensation, motivating, coaching, and developing goals and procedures to ensure the achievement of goals
Skills & Abilities: -Bachelor’s degree in human resources, business, or related area, master’s degree preferred. - CCP certification strongly preferred: S/PHR or SHRM-S/CP certification preferred. - 7 or more years of progressively responsible compensation administration experience required, with experience in broad-based, incentive and equity programs preferred. - Comprehensive knowledge, understanding, and application of Federal and State employment laws (ERISA, FLMA, FLSA, EEO, etc) and Government Contractor compliance required. - Knowledge of human resource management principles, best practices and applicable legal and governmental compliance regulations. Ability to successfully influence to achieve desired business outcomes. - Excellent interaction and customer service skills, including timely responsiveness and positive, solutions-focused attitude – with ability to build credibility and trust across the organization. - Demonstrated ability to proactively and collaboratively resolve complex issues through active listening, good judgment and problem solving skills. - Demonstrated competency in translating data into information and drawing conclusions from it. - Demonstrated ability to present ideas logically and concisely to diverse internal and external audiences at all organizational levels, both verbally and in writing. - Strong project and time management skills. Ability to multi-task and effectively prioritize multiple projects/tasks. - Ability to effectively evaluate multiple scenarios and to implement effective solutions to broadly defined business problems. Demonstrated ability to maintain confidentiality. - Expert-level knowledge of Microsoft Excel. Proficiency with PeopleSoft, Workday, and Market-pay experience preferred.