**Job Posting End Date** 03-03-2025 Please note the job posting will close on the day before the posting end date **Job Summary** The Compensation Lead is responsible for leading, developing, implementing, and administering broad-based compensation programs for the company, including base pay and incentive plans. This role collaborates with the VP of Total Rewards to develop and promote the overall compensation strategy, providing effective consultation and comprehensive communication to leaders and employees. The Compensation Lead also supports regulatory recovery of compensation expenditures through written and direct testimony and rate case support. **Job Description** **Key Responsibilities:** + **Program Development:** Lead the development and administration of compensation programs, including base pay, wage schedules, short and long-term incentive plans, and employee recognition programs. + **Team Coordination:** Coordinate a team of compensation professionals who serve as the primary contact for Human Resources (HR) and act as an escalation contact for business unit leaders on all compensation-related matters. + **Annual Planning Process:** Direct the establishment and implementation of the annual compensation planning process and other company-wide compensation initiatives. + **Market Analysis:** Coordinate salary surveys and conduct market analysis to ensure competitive recruiting and retention of talent. + **Cross-Department Collaboration:** Partner with Talent Acquisition, HRIS, Payroll, and HR Business Partners to ensure compliance with compensation policies and practices. + **Equity Initiatives:** Work closely with the Diversity, Equity, and Inclusion group to ensure total compensation programs support internal and external pay equity, attracting and retaining talented and diverse employees. **Essential Job Functions:** + **Compensation Plan Design:** Lead the design, development, and administration of compensation plans. + **Program Maintenance:** Establish and maintain compensation programs that include position descriptions, job evaluations, and equitable salary administration based on job performance and market rates. + **Project Oversight:** Oversee compensation projects such as annual compensation planning, pay equity studies, and merger and acquisition support. + **Labor Relations Partnership:** Collaborate with Labor Relations to design and execute wage schedules for union-represented and non-union employees. + **Consultation and Guidance:** Consult with business unit leaders and HR staff regarding compensation programs to ensure consistency and pay equity. + **Regulatory Support:** Draft and present testimony in utility rate cases and respond to data requests related to the company's compensation programs. + **Salary Survey Management:** Manage participation in salary surveys to ensure competitive wages and support cost recovery through rate case proceedings. + **Analytical Recommendations:** Perform analyses and make recommendations based on results, evaluating positions for accurate market competitive pay, internal grading, and compliance with FLSA laws. + **Job Offer Guidance:** Provide guidance to HR Business Partners, Talent Acquisition, and business unit leaders on job offers to ensure pay is market competitive and internally equitable. + **Recognition Program Management:** Lead the management and execution of the enterprise employee recognition program. + **Reporting and Audits:** Ensure compensation actions are consistent with company policies through regular reporting and audits. + **Subject Matter Expertise:** Develop and maintain expertise in compensation trends and issues, consulting on how these may impact the company and recommending appropriate responses. + **Effective Communications:** Develop and implement effective communication strategies to establish and maintain a robust compensation program that aligns with the overall objectives of the company. **MINIMUM REQUIREMENTS:** **Education:** + Bachelor's Degree in business administration, human resources management, industrial management or a related discipline. **Experience:** + Eight (8) years of compensation experience; three (3) years of leadership or supervisory experience. Expert technical knowledge, including wage and hour laws, and analytical skills. **OTHER REQUIREMENTS:** + World at Work designation as a Certified Compensation Professional (CCP) preferred. Strong consulting, interpersonal and communication skills. \#LI-ONSITE \#AEPCareers **Compensation Data** **Compensation Grade:** SP20-010 **Compensation Range:** $132,562.00-172,331.00 USD **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.