Job description
Salary Range: $91,096- $121,461
Job Grade: 12E
Close Date: 03/28/2023 at 3:00 pm CT
Relocation: Yes
Summary
The Senior Compensation Analyst works directly with the Senior Manager, Total Rewards, the Compensation Team, HR business partners and HR Leadership to administer current compensation programs, plan and implement compensation and reward programs that are in alignment with Oncor’s business objectives, and maintain day to day vendor relationships to support Oncor’s compensation objectives. The incumbent will assure compensation programs are administered consistently across Oncor utilizing approved guidelines and practices.
Key Roles & Responsibilities
- Plan and implement high performance compensation programs that meet the Company’s objective while conforming to the Company’s reward strategy.
- Assist in managing the communication and delivery of comprehensive broad-based employee base pay and incentive programs, to ensure understanding of the programs across all employees and obtain maximum performance leverage.
- Analyze, track and validate benchmark data to allow Oncor to compare compensation and benefits in comparable organizations and markets. Compile and perform annual update to benchmark data for use in strategic competitive analysis recommendations.
- Participates in job evaluation and market pricing studies for new or redesigned organizational roles.
- Perform ongoing data requirements and maintenance of existing vendor compensation software applications for use in providing compensation transactional HR services to Oncor.
- Assist in managing the development of communication material for compensation related information. Includes the development of annual pay and performance cycle material, annual incentive program material, etc.
- Serve as a change agent in managing human performance.
- Provide technical expertise, in coordination with legal, in the development of compensation documents and administrative services agreements.
- Maintain continued awareness of, and evaluate emerging trends and issues affecting, compensation programs.
- Collaborates with HR Business Partners and other HR management with a focus on process improvements.
- Conducts research, utilizes and analyzes available data to report program results and metrics. Manipulates large amounts of data to provide required reporting.
Education, Experience, & Skills
The minimum education requirements are:
- High school diploma, GED, or equivalent is required
- Bachelor's degree in related field preferred or equivalent work experience
The minimum experience requirements are:
- At least five years of progressive experience in implementation and administration of compensation programs
- Experience using MS Office Tools to manage/manipulate data and to create reports and presentations
- Experience using MarketPay and/or other Compensation related software applications preferred
- Experience utilizing UKG preferred
The minimum skill requirements are:
- Strategic thinking ability – broad understanding of implications and potential results of decisions and actions, ability to anticipate issues and outcomes.
- Ability to communicate, negotiate and develop simple solutions for complex issues with internal and external stakeholders.
- Ability to represent Human Resources in a positive fashion to employees, executives, and leadership
- Proficiency using MS Office Tools, including Excel, Word and Power Point, including vlookup, pivot tables, and report writing. Able to manage large amounts of data for analysis and reporting.
- Demonstrated commitment and dedication to the highest quality of professional work and service to clients.
- Strong strategic, analytic, interactive and time management skills coupled with high energy and motivation.
- Excellent organizational and communications skills to effectively interface with all areas of the company and the HR function.
Physical Requirements
- Occasional long, irregular hours.
- Hybrid work environment, occasional work from physical office location
- Use of a PC, computer terminal and/or telephone over four hours a day.
- Occasional bending, twisting, crouching, pulling, pushing, and/or reaching to access job-related materials
Measures of Success
- Favorable overall opinions regarding the compensation function from stakeholders including board, management, employees, and regulators.
Travel Required
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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