ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Serve as the subject matter expert for compensation programs, policies, and practices, advising HR partners and business leaders on job evaluations, pay decisions, salary structures, and compensation strategy.
• Lead the annual compensation cycle, including merit, market adjustments, promotions, and bonus calculations. Develop project plans and ensure timely and accurate execution.
• Provide data gathering, benchmarking, and material preparation to support executive compensation processes and senior leadership needs.
• Experience in preparing data for SEC filings (Proxy, etc.)
• Conduct complex market analyses, benchmarking studies, and internal equity reviews using compensation survey data and best‑practice methodologies.
• Manage the job architecture framework, including job leveling, job descriptions, and market pricing, ensuring consistency and governance.
• Develop and maintain compensation tools, models, and dashboards. Analyze compensation data to identify trends, risks, and recommendations for improvement.
• Evaluate and model financial impacts of proposed pay changes, program redesigns, and organizational restructuring. Present findings to HR leadership.
• Partner closely with HR Business Partners to provide guidance on compensation matters related to talent acquisition, retention, and internal mobility.
• Ensure compliance with all federal and state wage and hour laws, pay transparency requirements, and regulatory reporting obligations.
• Lead or support compensation audits, internal controls reviews, and compensation-related components of internal or external audits.
• Maintain up‑to‑date knowledge of compensation trends, legislative updates, and industry best practices, advising leadership on required changes.
• Lead data integrations for new software implementations, ensuring accurate data mapping, migration, and system readiness.
• Develop and maintain compensation procedures, guidelines and documentation.
• May also be assigned responsibilities related to HRIS/HCM implementations, as well as assisting with benefits administration and other general HR duties.
Perform other duties as assigned.

• Problem Solving: Applies advanced analytical skills to complex compensation issues; evaluates multiple data sources to determine appropriate recommendations.
• Oral/Written Communication: Communicates clearly and professionally; able to articulate compensation concepts to non‑technical audiences; prepares accurate and concise reports.
• Planning/Organizing: Manages multiple projects and deadlines; organizes work effectively and ensures timely delivery of compensation cycles and deliverables.
• Adaptability: Adjusts approach to meet shifting regulatory requirements, priorities, and business needs; manages competing demands and unexpected changes.
• Dependability: Meets commitments, adheres to timelines, and delivers high‑quality analytical work with attention to detail.
• Team Building: Develops strong cross‑functional partnerships; collaborates effectively with HR, Finance, and business leaders.
• Safety Culture: Adheres to organizational safety expectations and models safe behavior.
• Quality Assurance: Commits to accuracy, documentation, and compliance with relevant regulatory standards.

MINIMUM SKILLS, QUALIFICATIONS AND ABILITIES:

• Education: B.S. degree in Human Resources, Business Administration, Finance, Economics, or related discipline required. Advanced degree preferred. CCP (Certified Compensation Professional) or related certification strongly preferred.
• Experience: Minimum 8 years of progressively responsible compensation experience in a corporate HR environment, including strong knowledge of compensation theory, job evaluation, market pricing, pay structures, and compensation systems is required. Advanced Excel skills required. Public company experience preferred.
• Industry Requirements: Eligible to work under Department of Energy 10 CFR Part 810.

• Ability to understand and communicate clearly using a phone, personal interaction, and computers.
• Ability to learn new job functions and comprehend evolving compensation concepts in a dynamic environment.
• The employee frequently is required; to sit and stand; walk; bend, use hands to operate office equipment; and reach with hands and arms.