- Supports the implementation, communication and administration of compensation programs, including market pricing, salary administration, annual incentive, retention, reward and recognition and supplemental pay programs. Can be process owner as well as implementer as required.
- Acts as a change agent, impacting corporate plans and programs, where appropriate. Assesses and analyzes both internal and external compensation practices, recommending improvements and enhanced alignment.
- Supports, maintains, and administers workforce and salary planning tools (Oracle, Position Management, SplashBI Reporting, MarketPay, etc.), including system development and implementation.
- Participates in job audits, analyses, governmental reporting and surveys. Plays role in achieving organization's desired position in market and compensation goals and conducting or participating in surveys.
- Provides data and analyses to line managers for completion of ongoing performance and salary review processes and creates and maintains databases in order to produce "ad hoc" analytical reports as requested.
- Provides concise analytical data solutions to client groups using Excel and PowerPoint as necessary.
- Bachelor's Degree in Business Administration, Human Resources, Industrial Relations, or equivalent with five (5) years in an HR/Compensation role with progressive experience in administering compensation plans and programs within a large, complex organization.
- In lieu of degree, nine to twelve years of experience in an HR/Compensation role with progressive experience in administering compensation plans and programs within a large, complex organization.
- Knowledge of and ability to use software and computer systems (Oracle and MS Office Suite) applicable to organization role including advanced Excel skills.
- Verbal and written communication skills.
- Skills involved with negotiation and persuasion.
- Skills related to business acumen and decision making.
- Ability to sustain high credibility and provide guidance to all levels of the organization.
- Analytical, consulting, and communication skills at a level applicable to the role.
- Project management skills at a level applicable to the breadth and focus of the role.
- Skill and ability in handling highly sensitive and confidential matters appropriately.
- Professional certification(s) as CCP, PHR, SPHR.
- Experience at a large, complex organization.
- Expertise in industry best practices.
- Minimum 2 to 5 years experience in compensation project management.
- Working knowledge of laws and regulations that impact compensation.
- Technical expertise in at least one area of compensation.
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Sr Compensation Consultant - Chicago, United States - Constellation Energy
Description
COMPANY OVERVIEW
As the nation's largest producer of clean, carbon-free energy, Constellation is a company purposely-built to meet the challenges of the climate crisis. Constellation has been the leader in clean energy production for more than a decade and we are growing our company and capabilities. Now, we're accelerating, speeding our low-carbon or no-carbon power to more people in more places, day and night, providing our customers and communities with options to buy, manage and use energy as part of their decarbonization mission. The race is on to confront the climate crisis and Constellation is ready to meet the challenge. Come join us as we lead energy, together.
TOTAL REWARDS
Constellation offers a wide range of benefits and rewards, designed to help our employees thrive professionally and personally. In addition to highly competitive salaries, we offer a bonus program, 401(k) with company match, employee stock purchase program comprehensive medical, dental and vision benefits, including a robust wellness program paid time off for vacation, holidays and sick days and much more.
Expected salary range of $103,500 to $115,000, varies based on experience, along with comprehensive benefits package that includes bonus and 401(k).
PRIMARY PURPOSE OF POSITION
The Senior Compensation Consultant supports the day-to-day operations and activities within assigned units as related to general compensation matters under the general direction of the Compensation Manager, with some latitude for unreviewed decisions. This includes implementation and administration of focused business unit level compensation programs, policies, and procedures to ensure compensation strategies support and reinforce business unit and corporate strategies. Partners with Compensation team members and client groups to support HR direction. Uses independent judgment to identify issues, trends & problems, and to recommend action plans, evaluate results, and present to management in a timely manner. Participates in planning processes at major project and departmental levels and as such, has access to sensitive insider information.
PRIMARY DUTIES AND ACCOUNTABILITIES
MINIMUM QUALIFICATIONS
PREFERRED QUALIFICATIONS
