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

Director, Compensation

Date: Apr 13, 2018

Location: San Francisco, CA, US, 94105

Company: Pacific Gas And Electric Company

Requisition ID # 13163

Job Category : Human Resources

Job Level : Director/Chief

Business Unit: Human Resources

Job Location : San Francisco

The Company

Pacific Gas and Electric Company (PG&E), a public utility operating in Northern and Central California, is the primary operating subsidiary of PG&E Corporation, a Fortune 200 energy-based holding company (NYSE: PCG).

Based in San Francisco, Pacific Gas and Electric Company, one of the largest combined natural gas and electric utilities in the United States with operations that span power generation and procurement; electric transmission and distribution; and natural gas transmission, distribution and storage. The company’s 24,000 employees deliver safe, reliable, affordable and clean energy to nearly 16 million people throughout its Northern and Central California service area stretching from Eureka in the north to Bakersfield in the south, and from the Pacific Ocean to the Sierra Nevada in the east.

As a California utility, Pacific Gas and Electric Company is at the forefront of changes in the utility industry to support the transition to a cleaner energy economy. The company is ranked among the nation’s cleanest utilities and is one of the industry’s largest investors in infrastructure modernization and technology to support the addition of more renewable resources, strengthen safety and reliability, and build a smarter, more resilient grid to meet customers’ evolving energy-related needs. Thirty-eight percent of the energy PG&E delivered in 2016 came from state-qualified renewable resources, and nearly 70 percent comes from sources that emit no greenhouse gases. The company is also a leading voice shaping clean energy policies at the state and national levels.

PG&E is an integral contributor to California’s economy, supporting jobs, stimulating economic growth and contributing to the tax base in hundreds of communities from Bakersfield to Eureka. In total, the company’s operations support an estimated 70,000+ jobs and generate more than $22 billion in annual economic output in California. Pacific Gas and Electric Company had approximately $69 billion in assets as of December 31, 2016, and generated revenues of approximately $18 billion in 2016.

Since a highly publicized and very unfortunate explosion that occurred in San Bruno, California along one of PG&E’s natural gas pipelines in 2010, the company has taken full responsibility, making reparations, accepting penalties and fines. PG&E has redoubled its commitment to create and maintain a business culture centered on employee and public safety, integrity, ethics and compliance. Additionally, PG&E has made significant investment in its gas system and integrity management, resulting in certification and recertification by Lloyd’s Register on two of the highest internationally recognized safety certifications (ISO 55001 and PAS 55).

To affirm its commitments to ethics and compliance, PG&E Corporation has a senior-level officer over ethics and compliance reporting directly to both the CEO and the Audit Committee of the Board.

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 information or any other factor that is not related to the job.

Department Overview

Responsible for the design, development, implementation and communication of compensation plans and programs. Ensure that compensation programs are aligned with and support the corporate strategic, financial and operational plans, programs and goals.

Position Summary

Responsible for overall management of the company’s executive and broad-based compensation programs including the rewards strategy and philosophy, program design, and policies and practices. Works closely with the SVP- HR and Sr. Director, Total Rewards in development/preparation/presentation of materials for Compensation Committee of the Board of Directors. Assesses the impact of current compensation programs and proposes new programs to support achievement of strategic business initiatives. Establishes the vision, mission, guiding principles, goals, strategies, action plans and measurements required to ensure effective program design and delivery. Develops and implements strategic and operating plans for the compensation team.

Reporting Relationship

This position reports to Senior Director, Total Rewards.

Supervisory Responsibility

Directly supervises: Executive Compensation Consultant, Compensation Manager and Compensation Processes and Technology Manager; indirect supervision of all the teams reporting to them.

Job Responsibilities

  • Responsible for overseeing the design, implementation, and administration of executive and broad-based compensation. Manages all elements of executive and broad-based compensation programs and responsible for the efficient administration of both programs.

  • Work with Sr. Director, Total Rewards in the development/maintenance of executive compensation plans, long-term incentive plans and materials needed for engagement with PG&E’s Sr. Leadership Team and the Board of Directors. Prepare and present materials for the Board of Directors.

  • Work with Sr. Director, Total Rewards in the preparation of the Compensation Discussion and Analysis section of the annual proxy filing. Collaborates with Finance, Legal and Tax teams in the development of the company’s annual proxy statement and other public filings and investor outreach initiatives as required.

  • Direct the design and strategy of broad-based compensation programs including base pay structures, merit programs, short and long term incentive plans, compensation processes and technology for both represented and non-represented employee groups.

  • Establish, build and maintain strong relationships with Executive leadership, HR Business Partners, and HR functional leaders, to deliver solutions that continue to attract, motivate and retain outstanding employees.

  • Direct analysis of all compensation programs for effectiveness, cost impact and alignment with the company’s and shareholder interests and recommend program design changes.

  • Develop and manage a highly engaged and effective compensation team that delivers high quality compensation programs, processes and issue solutions.

  • Provide leadership and support for continuous improvement of compensation processes.

  • Maintain a working knowledge of legislation that may affect compensation and benefits policies. Oversee compliance with legal requirements associated with compensation.

Leadership Qualities

PG&E expects its leaders to conduct themselves with the highest ethics and integrity and to embody specific leadership qualities.

Strategic Mindset

  • Seeing ahead to future possibilities and translating them into breakthrough strategies.

  • Operating effectively, even when things are not certain or the way forward is not clear.

A Leader in the Community and Industry

  • Effectively building formal and informal relationship networks inside and outside the organization.

  • Anticipating and balancing the needs of multiple stakeholders.

Demonstrates Safety Leadership

  • A safety champion in words and deeds with respect to both employee and public safety.

  • Maintaining an environment of open dialog and free of retaliation.

Influences and Inspires

  • Using various- communications that convey a clear understanding of the needs of different audiences.

  • Maneuvering comfortably through complex policy, process, and people-related dynamics.

Optimizes Team Performance

  • Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals.

  • Creating a climate where people are developed and motivated to do their best to help the organization.

Values Diversity and Creates Inclusion

  • Recognizing the value that different perspectives and cultures bring to an organization.

Fiscally Responsible

  • Interpreting and applying understanding of key financial indicators to make better business decisions.

  • Planning and prioritizing work to meet commitments aligned with organizational goals.

Leads Ethically and in a Compliant Manner

  • Sponsoring and sustaining a high integrity speak-up corporate culture which prioritizes ethics, safety and compliance.

  • Building on necessary level of industry, company and subject-matter expertise, including laws and regulations.

Provides a High Level of Customer Service

  • Building strong customer relationships and delivering customer-centric solutions.

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 or more of relevant executive and broad-based compensation or other human resources experience.

  • Experience in development of strategy and materials for Compensation Committees.

  • Compensation leadership experience with emphasis on designing, delivering and implementing compensation programs and in the design and administration of executive compensation.

Desired

  • Strong preference for experience developing compensation programs for represented and non- represented employee groups.

  • Master’s in Business Administration or other relevant discipline.

  • Certified Compensation Professional (CCP) certification desired.

  • Experience presenting to Compensation Committees or BODs.

  • Represented employee compensation experience.

  • Benefit program or administration experience.

  • 4+ years of managerial experience directly managing people and/or leadership experience leading teams, projects, programs or directing the allocation of resources.

  • Represented employee compensation experience.

  • Benefit program or administration experience.

  • Vendor management capability.

  • Ability to analyze and negotiate contracts.

  • Ability to integrate key points of view of multiple stakeholders in the executive compensation review cycle (e.g., Board, management, investors).

  • Knowledge of long-term incentive programs to include design and administration.

  • Demonstrated ability to effectively interact with employees at all levels in the organization.

  • Ability to influence, gain acceptance of ideas, and negotiate solutions without damage to relationship.

  • Ability to work effectively in a fast-paced, changing, and sometimes ambiguous environment.

  • Self-directed with critical thinking ability.

  • Strong analytical skills, with a demonstrated ability to analyze information identifying root causes and proposing realistic and practical solutions to address them based on knowledge and understanding of an organization and its operating environment.

  • Demonstrated ability to design programs that are effective in motivating results and optimizing performance.

  • High degree of emotional intelligence, flexibility, self-motivation and strong analytical skills.

  • Deep knowledge of compensation market, trends and tax/accounting/regulatory issues related to executive and equity compensation.

  • Proven ability to recruit, motivate and develop a superior team and establish clear ownership and definition of success.

  • High proficiency and knowledge set in Microsoft Office, Executive Compensation, and SAP.

  • Expertise in the system, financial, legal and tax implications of total rewards programs.

  • Strong communication skills (verbal, written and presentation) including the ability to communicate and present complex ideas in a simple way.

Nearest Major Market: San Francisco

Nearest Secondary Market: Oakland