**Job Posting End Date** 12-30-2024 Please note the job posting will close on the day before the posting end date. **Job Summary** Primary source of contact for Human Resources (HR) and business unit leaders and consults directly with them on all compensation related matters. Assists in the development and implementation of the annual compensation planning process as well as other company-wide compensation programs. Develops, implements and administers base pay, wage schedules for the physical workforce, short and long-term incentive plans, and employee recognition programs. Coordinates salary surveys and conducts market analysis of jobs to ensure competitive recruiting and retention of talent. Partners with Talent Acquisition, HRIS, Payroll and HR Business Partners and ensure compliance with compensation policies and practices. Works directly with our Diversity, Equity and Inclusion group to ensure our total compensation programs support internal and external pay equity and programs that attract and retain talented and diverse employees. **Job Description** **Living within one hour drive from AEP Headquarters in Columbus, OH is preferred. **ESSENTIAL JOB FUNCTIONS:** + Consult with and assist business unit leaders and Human Resources staff in regard to matters concerning compensation programs to ensure consistent practices and pay equity across the Company. + Conduct or coordinate participation in external surveys related to employee compensation and compensation policies. + Perform analysis and make recommendations based upon the results. Evaluate positions to determine accurate market competitive pay, internal grading, and compliance with FLSA laws. + Provide guidance to HR Business Partners, Talent Acquisition, and business unit leaders on job offers to candidates to ensure pay is market competitive and internally equitable. + Work with Diversity, Equity and Inclusion on annual pay equity studies. + Provide analysis and help determine any corrective course of action. + Supports the annual compensation planning process. + Partner with HR Business Partners to provide guidance to leaders regarding application of manager discretion to salary increases and incentives. + Conducts reporting and audits to ensure recommendations are within company policies and practices. + Assist compensation team with special projects or emergent activities, such as those related to acquisitions or divestitures. + Develop and maintain subject matter expertise through outside sources and consult with clients on compensation trends and issues and how these issues may impact the company and how the Company should respond. + Develop and implement effective communications necessary to establish and maintain a sound compensation program that contributes to the overall objectives of AEP. + Work with others within the HR organization in communicating new programs, policies and procedures with business units throughout the Company. + Lead or assist in managing employee recognition program. **MINIMUM REQUIREMENTS:** **Education:** + Bachelor's degree in business administration, human resources management, industrial management or a related discipline; or Associate's degree with two an additional (2) years of HR experience. **Experience:** + In addition to any experience required above, four (4) years of human resources experience, to include two (2) years of compensation experience. **OTHER REQUIREMENTS:** + Expert technical knowledge and analytical skills in the use of spreadsheet, database and word processing software required. + Knowledge with various wage and hour laws. + World at Work designation as a Certified Compensation Professional (CCP) preferred. + Workday HR preferred. + Strong consulting, interpersonal and communication skills. \#LI-REMOTE \#AEPCareers **Compensation Data** **Compensation Grade:** SP20-007 **Compensation Range:** $83,413.00-104,267.50 USD Candidates will be considered based on their qualifications and the candidate’s ability to work from an approved work location. Although the location is flexible, AEP does not have a presence in all states and localities. The following locations are NOT currently approved for this position: AK, CA, CO, CT, DE, HI, IA, ID, KS, MA, ME, MS, MT, ND, NH, NJ, NM, NV, NY, OR, RI, SD, UT, VT, WY, US Territories or international work locations. AEP will consider qualified candidates who are willing to relocate to an approved work location, at the candidate’s expense, provided the relocation can be completed within a timeframe that meets AEP’s staffing needs. NOTE: All remote work locations require vetting and final approval prior to offer and/or start date. Any work locations listed as preferred or unapproved relate specifically to the requirements for this position and are not necessarily applicable to other posted positions. **Hear about it first!** Get job alerts by email. Log in to your Candidate Home Account today! If you don't have an account, you can create one. It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all aspects of the employer‐employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex, age, national origin, ethnicity, ancestry, veteran or military status, disability, genetic information, sexual orientation, gender identity, or any other basis prohibited by applicable law. When required by law, we must record certain information to be made part of an Affirmative Action Plan. Applicants for employment may also be invited to participate in the Affirmative Action Program by self-identifying their Race or Ethnic Identity.