About this role
Requisition ID # 169873
Job Category: Human Resources
Job Level: Manager/Principal
Business Unit: People
Work Type: Hybrid
Job Location: Oakland
Department Overview
The Total Rewards Team at PG&E sits in the People team. They are responsible for the design, administration, communication and training of the company’s compensation and benefits programs. The Compensation 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
Are you passionate about designing impactful compensation programs and helping drive business success? Join PG&E’s dynamic Total Rewards Team as a Compensation Manager, where you’ll partner directly with business leaders to ensure our compensation plans align with strategic, financial, and operational goals. In this role, you’ll have the opportunity to lead and manage innovative initiatives, including rewards and recognition programs, compensation compliance, and variable pay plans that reward performance and support our company’s objectives. If you thrive on making a difference and are excited to shape the future of employee rewards, we invite you to apply and bring your expertise to our collaborative team!
The role is hybrid working from your remote office and in-person at the Oakland General Office once a week, on average, or based on business needs.
PG&E is providing the full salary/pay range for this position. The actual amount paid to an individual will be based on multiple factors, including, but not limited to, internal equity, specific skills, education, licenses or certifications, experience, market value, and geographic location. The range to reasonably expect will be around the minimum and the midpoint. The final decision will be made on a case-by-case basis related to the factors above. This job is also eligible to participate in PG&E’s discretionary incentive compensation programs.
- Bay Area Min: $144,000
- Bay Area Mid: $194,000
- Bay Area Max: $244,000
Job Responsibilities
- Conduct job evaluation and determine job classification and job level
- Conduct market analysis, policy interpretation, communication, and compliance
- Consult with line management and human resource partners on compensation issues, and proactively add value by understanding business issues, analyzing trends, developing solutions, and adding new insight for senior leaders around the use of effective rewards programs and practices
- Design and deliver education on compensation programs for PG&E managers and recruiters to enhance understanding of total rewards policies and procedures
- Lead benchmarking (internally and externally) processes for assigned groups to determine competitive compensation levels
- Lead design of variable pay plans to reinforce the achievement of business metrics
- Oversee the execution of the annual pay planning process for assigned business units
Qualifications
Minimum:
- Bachelors Degree in job-related discipline or equivalent experience
- 10 years of relevant compensation or other human resources experience
Desired:
- CCP-Certified Compensation Professional certification
- Unique or specialized knowledge related to the lines of business supported, labor contracts and negotiations, or are of compensation specialization (Variable pay plan design, sales compensation, executive compensation)
- Advanced project management skills
- Ability to lead cross functional project teams
- Ability to handle critical information
- Advanced knowledge of effective rewards and performance management principles and practices and multi-industry experience
- Effective consulting capabilities, and strong communications skills to interact with all levels of management
- Strong quantitative analysis skills, with working knowledge of statistical analysis and financials modeling
- Experience working with business groups on incentive plan design needs
- Ability to influence business and HR management
- Ability to drive for results and achieve 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 compensation implications of the Fair Labor Standards Act and the National Labor Relation Act
- Ability to advise on organization and job structure
Other facts
About Pacific Gas And Electric Company
Pacific Gas and Electric Company, incorporated in California in 1905, is one of the largest combination natural gas and electric utilities in the United States. Based in San Francisco, the company is a subsidiary of PG&E Corporation.
There are approximately 20,000 employees who carry out Pacific Gas and Electric Company's primary business—the transmission and delivery of energy. The company provides natural gas and electric service to approximately 15 million people throughout a 70,000-square-mile service area in northern and central California.
Fast Facts
Service area stretches from Eureka in the north to Bakersfield in the south, and from the Pacific Ocean in the west to the Sierra Nevada in the east
141,215 circuit miles of electric distribution lines and 18,616 circuit miles of interconnected transmission lines
42,141 miles of natural gas distribution pipelines and 6,438 miles of transportation pipelines
5.1 million electric customer accounts
4.3 million natural gas customer accounts
What you'll do
- The Compensation Manager will lead and manage compensation initiatives, ensuring alignment with business goals. Responsibilities include conducting job evaluations, market analysis, and overseeing the annual pay planning process.
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