Compensation Lead

10 Years of experience minimum. On-site with work from home on Friday. Energy background a plus.
Develops, implements and administers compensation such as salaries, short- and long-term incentives, job evaluations, performance appraisals, salary increases and salary surveys. May provide services in Executive Compensation or other specialized areas of compensation.
Serves as an enterprise compensation expert who shapes reward strategy and complex solutions. Advises senior leadership, integrates ESG and DEI considerations, and oversees enterprise survey participation and interpretation.

Leads the strategy, design, governance, and continuous evolution of the company's compensation programs that support cross-functional, and business needs. Establishes compensation frameworks, pay philosophy, and governance practices that drive market competitiveness, ensure internal pay equity, and maintain regulatory compliance. Oversees all aspects of compensation including base, short- and long-term incentives, equity, job architecture, and market pricing, leveraging market intelligence, benchmarking, and advanced analytics to deliver innovative reward solutions that attract, retain, and motivate talent.

Serves as a trusted advisor to senior leadership, partnering with HR, Finance, Legal, and executive stakeholders to guide compensation strategy, organizational design, and transformation initiatives, including executive compensation, governance, risk management, and external disclosures.

Responsibilities

Defines and leads compensation strategy, including pay philosophy, frameworks, and governance practices that ensure market competitiveness, internal equity, and regulatory compliance.

Designs, implements, and oversees comprehensive compensation programs, including base pay, short- and long-term incentives, and equity plans, aligned with business objectives and regulatory requirements.

Leads compensation processes, including salary structure development, market benchmarking, merit cycles, incentive payouts, and equity award planning.

Provides strategic consultation to HR Business Partners and senior leaders on compensation strategy, organizational design, and workforce planning.

Conducts and oversees market pricing and internal equity analyses, ensuring alignment with pay transparency and pay equity standards.

Oversees salary survey strategy, including vendor selection, participation, benchmarking methodologies, and interpretation of market trends.

Establishes and governs job architecture and career frameworks to drive consistency, scalability, and alignment across the organization.

Administers equity compensation programs in partnership with Legal, Payroll, and third-party administrators, ensuring operational excellence and compliance.

Monitors and interprets regulatory developments (e.g., FLSA, SEC, IRS 409A, ERISA, ACA) and implement necessary program enhancements to maintain compliance and mitigate risk.

Develops and manages Total Rewards budgets, including forecasting, accruals, and alignment with financial plans.

Supplemental Responsibilities

Leverages advanced analytics, market intelligence, and data insights to inform decision-making and deliver competitive, data-driven compensation solutions.

Leads communication and change management initiatives to enhance employee understanding, transparency, and engagement with total rewards programs.

Serves as a strategic advisor to HR and business leaders on compensation trends, best practices, and innovation opportunities.

Drives continuous improvement initiatives to enhance the effectiveness, scalability, and alignment of compensation programs with evolving business needs.

Description

Compensation Administration - The process of designing, implementing, and managing employee compensation, includes determining salary structures, bonus programs, and other forms of compensation.

Compensation Design - Ensuring compensation programs are designed effectively to meet business objectives and that the overall plan design aligns with the organization's broader business strategy with respect to market competitiveness and/or other desired standards.

Compensation Strategy - Outlines the organization's approach toward remuneration for employees. This includes business' position on the job market, the level of total cash, the main bonus principles in the organization, rules for base salary, etc.

Data Analysis - Measuring and managing organization data, identifying methodological best practices and conducting statistical analyses.

Data Modeling - The process of analyzing and defining all the different data types your business collects and produces, as well as the relationships between those data points.

Job Evaluation - Evaluating and comparing jobs and roles organizationally to determine appropriate pay using job evaluation methodologies, which include both internal and external review.

Market Benchmarking - Collecting and evaluating compensation data by comparing the organization's data with that of competitor…