Pacific Gas & Electric Company Compensation Manager in San Francisco, California

Requisition ID # 17839

Job Category : Human Resources

Job Level : Manager/Principal

Business Unit: Human Resources

Job Location : San Francisco

Company

Based in San Francisco, Pacific Gas and Electric Company, a subsidiary of PG&E Corporation (NYSE:PCG), is one of the largest combined natural gas and electric utilities in the United States.And we deliver some of the nation's cleanest energy to our customers in Northern and Central California. For PG&E, Together, Building a Better California is not just a slogan.It's the very core of our mission and the scale by which we measure our success. We know that the nearly 16 million people who do business with our company count on our more than 24,000 employees for far more than the delivery of utility services.They, along with every citizen of the state we call home, also expect PG&E to help improve their quality of life, the economic vitality of their communities, and the prospect for a better future fueled by clean, safe, reliable and affordable energy.

Pacific Gas and Electric Company is an Affirmative Action and Equal Employment Opportunity employer that actively pursues and hires a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color,national origin, ancestry, sex, age, religion, physical or mental disability status, medical condition, protected veteran status, marital status, pregnancy, sexual orientation, gender, gender identity, gender expression, genetic informationor any other factor that is not related to the job.

Department Overview

The compensation function at PG&E 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

Provide consultative support to one or more lines of business on compensation plans and programs. Work with the lines of business to ensure that compensation plans and programs are supporting their strategic, financial and operational direction, plans and goals.

Compensation Administration and Design: Demonstrates ability to diagnose and solve problems related to compensation design and delivery.

Consulting Skills: Uses expertise to counsel or guide individuals with regard to problems to be resolved on legal, financial, scientific, technical, or other professional principles.

Business Acumen: Demonstrates understanding about how the business works and of trends and practices affecting Company.

Technical Information Analysis: Provides technical analyses and insight into current business practices. Breaks down information into components, identifies underlying principles or facts, and recognizes interrelationships; shows insight into the root-causes of problems or issues.

Process Improvement: Identifies process problems and opportunities for improvement and simplification and takes action to control and improves processes.

Market Research and Analysis: Gathers, evaluates, and analyzes external business information and secondary research. Assesses currently internal practices relative to benchmark information and identifies solutions to business needs. Analyzes information, determines potential impacts, and recommends responses to challenges.

Compliance: Applies principles and processes of governmental laws, rules, and regulations; identifies regulatory adherence issues.

Training Others: Effectively communicates information for the purpose of having others learn, understand, and apply specific principles, techniques, or information.

Mathematics/Statistics: Utilizes a variety of mathematical and/or statistical techniques in order to solve problems or interpret data.

Data Management: Gathers, groups, classifies, or arranges written information or data in some meaningful order or form (e.g., reports, charts, graphs); data management includes determining what data to gather, and accurately maintaining data files.

Job Analysis – Market Pricing: Evaluates job content, selects appropriate benchmark data, and calculates market rates. Considers internal equity, Slots jobs where benchmark data is not available.

Job Responsibilities

  • Consult with line management and human resource partners on compensation issues, and pro-actively add value by understanding business issues, analyzing trends, developing solutions, and adding new insight for senior leaders in the use of effective compensation programs and practices

  • Partnering with human resources managers and directors, advise clients on organizational structure, job restructuring and content in support of operations and business objectives

  • Lead complex projects for the department that involve cross functional teams and that has impact across the human resources organization or companywide impact

  • Work with Labor Relations and Human Resource Partners to develop labor negotiations strategies for assigned groups

  • Play lead role in the design and implementation of unique programs, processes and procedures for the lines of business supported

  • Play lead role in the design and implementation of new or revised programs, process and procedures that have companywide impact

  • Oversee the execution of the annual pay planning process for assigned business units and ensure salary ranges are competitive

  • Review metrics and reports for assigned business units, develop insights, action plans and communications to address actions/issues identified

  • Develop communications plans and tools in support of new or revised compensation programs developed for lines of business supported

  • Deliver education programs for PG&E managers and HR partners to enhance understanding of compensation policies and procedures

  • Lead design of variable pay plans to reinforce the achievement of business metrics

  • Conduct job evaluation and determine job classification and job level

  • Lead benchmarking (internally and externally) processes for assigned groups to determine competitive compensation levels

  • Conduct market analysis, policy interpretation, communication, and compliance

Qualifications

Minimum:

  • Bachelor’s degree in a relevant discipline; business administration, finance, human resources, industrial organizational psychology or equivalent experience

  • Minimum 10 years of relevant compensation or other relevant human resources experience

Desired:

  • Advanced knowledge of effective rewards and performance management principles and practices and multi-industry experience

  • Effective consulting capabilities, with strong relationship building skills, and interpersonal and communication skills (verbal and written)and strong communications skill

  • Ability to interact with all levels of management and employees

  • Ability to manage multiple programs and projects simultaneously, work well under pressure, and have the flexibility to deal with multiple changing priorities

  • Unique or specialized knowledge related to lines of business supported, labor contracts and negotiations, or, are of compensation specialization (variable pay plan design, sales compensation, executive compensation)

  • Experience in program and project management. Ability to lead cross functional project teams. Advanced project management skills preferred

  • Ability to influence business and HR management and drive for results, achieving 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 the compensation implications of the Fair Labor Standards Act and the National Labor Relation Act

  • Strong quantitative analysis skills, with working knowledge of statistical analysis and financial modeling

  • Experience working with business groups on incentive plan design needs

  • Ability to advocate, influence and manage change

  • Ability to advise on organization and job structure

  • Certified Compensation Professional (CCP)

  • Detail orientation

  • Ability to handle confidential information