Job Description

Requisition ID # 169873

Job Category: Human Resources

Job Level: Manager/Principal

Business Unit: People

Work Type: Hybrid

Job Location: Oakland

Department Overview

The Total Rewards Team at PG&E sits in the People team. They are responsible for the design, administration, communication and training of the company’s compensation and benefits programs. The Compensation 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.

Are you passionate about designing impactful compensation programs and helping drive business success? Join PG&E’s dynamic Total Rewards Team as a Compensation Manager, where you’ll partner directly with business leaders to ensure our compensation plans align with strategic, financial, and operational goals. In this role, you’ll have the opportunity to lead and manage innovative initiatives, including rewards and recognition programs, compensation compliance, and variable pay plans that reward performance and support our company’s objectives. If you thrive on making a difference and are excited to shape the future of employee rewards, we invite you to apply and bring your expertise to our collaborative team!

The role is hybrid working from your remote office and in-person at the Oakland General Office once a week, on average, or based on business needs.

PG&E is providing the full salary/pay range for this position. The actual amount paid to an individual will be based on multiple factors, including, but not limited to, internal equity,specific skills, education, licenses or certifications, experience, market value, and geographic location. The range to reasonably expect will be around the minimum and the midpoint. The final decision will be made on a case-by-case basis related to the factors above.This job is also eligible to participate in PG&E’s discretionary incentive compensation programs.

• Bay Area Min: $144,000
• Bay Area Mid: $194,000
• Bay Area Max: $244,000

Job Responsibilities

• Conduct job evaluation and determine job classification and job level
• Conduct market analysis, policy interpretation, communication, and compliance
• Consult with line management and human resource partners on compensation issues, and proactively add value by understanding business issues, analyzing trends, developing solutions, and adding new insight for senior leaders around the use of effective rewards programs and practices
• Design and deliver education on compensation programs for PG&E managers and recruiters to enhance understanding of total rewards policies and procedures
• Lead benchmarking (internally and externally) processes for assigned groups to determine competitive compensation levels
• Lead design of variable pay plans to reinforce the achievement of business metrics
• Oversee the execution of the annual pay planning process for assigned business units

Qualifications

Minimum:

• Bachelors Degree in job-related discipline or equivalent experience
• 10 years of relevant compensation or other human resources experience

Desired:

• CCP-Certified Compensation Professional certification
• Unique or specialized knowledge related to the lines of business supported, labor contracts and negotiations, or are of compensation specialization (Variable pay plan design, sales compensation, executive compensation)
• Advanced project management skills
• Ability to lead cross functional project teams
• Ability to handle critical information
• Advanced knowledge of effective rewards and performance management principles and practices and multi-industry experience
• Effective consulting capabilities, and strong communications skills to interact with all levels of management
• Strong quantitative analysis skills, with working knowledge of statistical analysis and financials modeling
• Experience working with business groups on incentive plan design needs
• Ability to influence business and HR management
• Ability to drive for results and achieve goals through direct/indirect influence
• Understanding of compensation discrimination legislation including Equal Pay Act, Civil Rights Act, Americans with Disabilities, Age Discrimination in Employment Act, Family Medical Leave Act
• Understanding of compensation implications of the Fair Labor Standards Act and the National Labor Relation Act
• Ability to advise on organization and job structure