Senior Compensation Analyst

San Francisco, CA

The Compensation Team 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

The Senior Compensation Analyst will assist with providing compensation support to various HR partners and line of business leaders. This role will also be responsible for data analyses, providing analytics, leading systems maintenance for applications utilized by team, and interpreting compensation policies. Additionally, the Senior Analyst will respond to ad-hoc requests, problem solve various compensation related matter, and review and consult on jobs and pay. The successful candidate will also drive the development of continuous process improvements and tools. The role will report to the Compensation Processes and Technology Manager.


The position will work remotely through March 2022 and thereafter, is expected to return to the office between 1 to 3 times per week (under the hybrid worker classification).


Job Responsibilities

  • Consults with clients on day-to-day application of compensation policies and pay practices, and resolve moderately complex issues
  • Conduct salary offer analyses, thoroughly document recommendations to HR partners
  • Participate in compensation surveys, perform survey job matching, and conduct ad-hoc benchmarking and market research as needed
  • Supports administration of the annual pay planning and mid-year processes, including providing consultative support, providing reports for action, system testing and audit reviews
  • Conducts job evaluation, including appropriate leveling, pricing, exemption review and consulting on the new or existing job
  • Performs complicated compensation data analysis, interprets results, and shares findings with internal and external clients
  • Conducts ad hoc benchmarking and market research, reporting and problem solving in support of the compensation programs and bargaining union negotiations
  • Creates internal process documentation and recommend enhancements to existing process and procedures


Qualifications

Minimum:

  • Bachelor’s degree in a relevant discipline (e.g. business administration, finance, human resources, industrial organizational psychology) or equivalent experience
  • 6 years of relevant experience in business administration or data analysis, or combination of advanced degree and experience
  • Must have 2 years compensation or other relevant human resources experience
  • Understanding of compensation discrimination legislation including Equal Pay Act, Civil Rights Act, Americans with Disabilities, Age Discrimination in Employment Act, Family Medical Leave Act
  • Intermediate-level proficiency with Microsoft Excel (e.g. formulas, pivot tables, slicers)
  • Ability to interpret complex data and draw conclusions


Desired:

  • Advanced degree in a relevant discipline (e.g. business administration, finance, human resources, industrial organizational psychology)
  • Quantitative analysis skills and working knowledge of statistical analysis
  • Vendor management experience
  • Advanced-level proficiency with Microsoft Excel (e.g. macros, visual basic)
  • Proficiency with Microsoft Access
  • Experience using SAP BI for reporting
  • Working knowledge of SAP OM, Job Object and related infotypes
  • Understanding of compensation implications of the Fair Labor Standards Act
  • Certified Compensation Professional (CCP) certification

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