Job Description

Job Location: Oakland; Alameda; Alta; American Canyon; Angels C& Antioch; Auberry; Auburn; Avenal; Avila Beach; Bakersfield; Balch C& Bear Valley; Belden; Bellota; Belmont; Benicia; Berkeley; Brentwood; Brisbane; Buellton; Burney; Buttonwillow; Calistoga; Campbell; Canyon Dam; Canyondam; Capitola; Caruthers; Chico; Clearlake; Clovis; Coalinga; Colusa; Concord; Concord; Corcoran; Cottonwood; Cupertino; Daly City; Danville; Davis; Dinuba; Downieville; Dublin; Emeryville; Eureka; Fairfield; Folsom; Fort Bragg; Fortuna; Fremont; French C& Fresno; Fresno; Fulton; Garberville; Geyserville; Gilroy; Goodyear; Grass Valley; Guerneville; Half Moon Bay; Hayward; Hinkley; Hollister; Holt; Huron; Jackson; Kerman; King City; Lakeport; Lemoore; Lincoln; Linden; Livermore; Lodi; Loomis; Los Banos; Lower Lake; Madera; Magalia; Manteca; Manton; Mariposa; Martell; Marysville; Maxwell; Menlo Park; Merced; Meridian; Millbrae; Milpitas; Modesto; Monterey; Montgomery Creek; Morgan Hill; Morro Bay; Moss Landing; Mountain View; Napa; Needles; Newark; Newman; Novato; Oakdale; Oakhurst; Oakley; Olema; Orinda; Orland; Oroville; Palo Alto; Palo Cedro; Paradise; Parkwood; Paso Robles; Petaluma; Pioneer; Pismo Beach; Pittsburg; Placerville; Pleasant Hill; Point Arena; Potter Valley; Quincy; Rancho Cordova; Red Bluff; Redding; Richmond; Ridgecrest; Rio Vista; Rocklin; Roseville; Round Mountain; Sacramento; Salinas; San Bruno; San Carlos; San Francisco; San Francisco; San Jose; San Luis Obispo; San Mateo; San Rafael; San Ramon; San Ramon; Sanger; Santa Cruz; Santa Maria; Santa Nella; Santa Rosa; Selma; Shaver Lake; Sonoma; Sonora; South San Francisco; Springville; Stockton; Storrie; Taft; Tracy; Turlock; Twain; Ukiah; Vacaville; Vallejo; Walnut Creek; Wasco; Washington; Watsonville; West Sacramento; Wheatland; Whitmore; Willits; Willow Creek; Willows; Windsor; Winters; Woodland; Yuba City

Department Summary

The Executive Compensation Team at PG&E is in the Human Resources department, and designs, administers, and communicates the company’s executive compensation programs. The team includes individuals who consult with business leaders on rewards issues, design and implement innovative programs, and administer existing programs, to include base salary, Short-Term Incentive Plan, Long-Term Incentive Plan, and other (non-qualified) benefits.

Position Summary

The Principal Compensation Consultant will be the primary lead in supporting the day-to-day operations of executive compensation to various HR partners and line of business leaders. Additionally, this role will indirectly lead a small but impactful team of executive compensation analysts who perform equity compensation administration, ensure compliance with various legal and regulatory requirements (including external reporting), non-qualified retirement plan administration, and executive compensation administration. The role will oversee current knowledge transfer efforts, which in turn, will provide opportunities for developing and leading process improvements, as well as developing communications and executive education materials. Additionally, this role will respond to ad-hoc requests, problem solve various executive compensation related matters and lead vendor and contract management.

The role will report to the Manager, Executive Compensation and is hybrid, working primarily from your remote office and the Oakland General Office as business needs require.

PG&E is providing the salary range that the company in good faith believes it might pay for this position at the time of the job posting. This compensation range is specific to the locality of the job. The actual salary paid to an individual will be based on multiple factors, including, but not limited to, specific skills, education, licenses or certifications, experience, market value, geographic location, and internal equity. This job is also eligible to participate in PG&E’s discretionary incentive compensation programs.

A reasonable salary range is: ​

California Minimum: $​136,000
California Maximum: $​232,000

Job Responsibilities

Lead the administration of executive compensation processes to ensure operations meet business deliverables including manage vendor performance to ensure compliance with contractual agreements through regular performance meetings with vendors, tracking/monitoring vendor metrics, and support research/resolve/root cause for data/file issues for continuous improvement purposes. Ensure adequacy of supporting internal controls and proper accounting to support the accuracy of information reported.
Lead process improvements processes (e.g., stock compensation administration, non-qualified defined benefit plan administration, forecasting program costs, and stock ownership guidelines), collaborating with key stakeholders (e.g., tax, corporate secretary, payroll) and team to identify barriers and solutions, and implementing changes.
Lead the administration of the annual rewards planning process and support organization changes for the officer population, including annual base pay increases, Short-Term Incentive Plan (STIP) awards, Long-Term Incentive Plan (LTIP) awards and off-cycle compensation related adjustments.
May draft and/or develop manager and employee communications in support of executive compensation programs.
Consult with Compensation Consultants, human resource partners and leaders on executive compensation issues, and pro-actively add value by understanding business issues, analyzing trends, and assisting in developing program-based solutions in support of the development and effective use of rewards.
Create and maintain executive compensation procedures.
Facilitate the implementation of new and enhanced executive compensation programs, policies, and procedures, coordinating with stakeholders and HRBPs.
Participate in cross-functional teams.

Qualifications

Minimum: Bachelor’s degree in relevant discipline or equivalent experience 10 years of relevant compensation or other human resources experience

Desired:
Certified Compensation Professional (CCP) certification
Ability to manage multiple programs and/or projects simultaneously, work well under pressure, and have the flexibility to deal with multiple changing priorities
Leadership experience
Equity compensation and/or non-qualified benefit plans experience.
Detail orientation
Appropriately manage confidential information
Strong quantitative analysis skills, with working knowledge of statistical analysis and financial modeling
Strong relationship building skills, and interpersonal and communication skills (verbal and written)
Ability to drive for results and achieve goals through direct/indirect influence
Proficiency with Microsoft Excel and Access
Working knowledge of SAP OM, Job Object and related infotypes

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