Executive Compensation Representative

Job Description

First Energy at a Glance

We are a forward-thinking electric utility powered by a diverse team of employees committed to making customers' lives brighter, the environment better and our communities stronger.

First Energy (NYSE: FE) is dedicated to safety, reliability, and operational excellence. Headquartered in Akron, Ohio, First Energy includes one of the nation's largest investor-owned electric systems, more than 24,500 miles of transmission lines that connect the Midwest and Mid-Atlantic regions, and a regulated generating fleet with a total capacity of 3,780 megawatts.

The position is in Human Resources within the Executive Compensation group and reports to the Manager, Executive Compensation & Retirement Programs. It may be located at the Corporate Headquarters in Akron, Ohio, Greensburg, Pennsylvania or Reading, Pennsylvania. The position is responsible for performing various business-related activities to support the Executive Compensation department. The Executive Compensation team is responsible for designing and providing competitive base pay and incentive programs in order to attract, motivate, retain and reward executives aligned with the compensation philosophy and help drive the Company's success.

This position partners with the business units to ensure that programs support their objectives by helping to attract and retain key and critical talent.

Responsibilities include:

• Supports the administration of equity award programs (performance- and time-based RSU and RSA) under First Energy's Long-Term Incentive Program (LTIP)
• Supports the Executive Deferred Compensation Plan (EDCP), including the plan administration, policies and guidelines for deferrals of base salary, First Energy's Short-Term Incentive Program (STIP), and First Energy's LTIP
• Supports the development, design and preparation of materials for the First Energy's Compensation Committee of the Board of Directors
• Supports the preparation of the annual proxy statement (Compensation Discussion & Analysis and related SEC tables)
• Compiles data in preparation for retirements (projections and actual retirements), including data requests from external financial providers
• Reviews and supports calls from current and former employees with questions on the executive compensation programs, beneficiary changes and/or account distributions
• Consulting with business unit leaders on executive compensation practices and processes
• Preparing and delivering compensation-related presentations to executives within the company
• Providing project management and analytical support in key executive compensation special projects
• Preparing various ad-hoc reports and statistics for the company's compensation programs and initiatives, which may include performing complex reporting and analysis functions
• Monitoring and conducting research on executive compensation trends, including proxy analysis
• Ability to lead the analysis of executive compensation and benefit surveys to ensure competitiveness with the external market
• Serving as a thought leader in the group
• Recommending process improvements as well as recommending and implementing solutions to more complex compensation issues to drive change across the organization
• Working knowledge of the administration of equity award programs under Fidelity is a plus
• Working knowledge or familiarity of Code Section 409A is a plus

Qualifications at the HR Rep III level include:

• Bachelor's degree in Accounting, Finance, Audit, or related discipline with a minimum of 4 to 7 years relevant work experience or, in lieu of a degree, a minimum of 7 years of relevant work experience. Relevant work experience will include the demonstrated ability to:

  • Demonstrated proficiency in job skills required to perform in defined business role.

  • Applies understanding by generalizing conceptual knowledge to determine ways to solve routine challenges.

  • Effectively influences and exercises independent judgment on basic projects and assignments and starts to recognize greater implication to unrelated business operations and/or processes.

  • Requires a lesser degree of management oversight.

• Proficient written and oral communication skills with the…