Compensation Analyst Senior - Consultant

American Electric Power•Columbus, OH

2d•$74,551 - $115,000•Onsite

About The Position

AEP is hiring at either the Compensation Analyst Senior or Compensation Consultant level, with placement based on education, compensation experience, and ability to consult independently with HR and business leaders. The position partners with Business HR, Talent Acquisition, HRIS, and Payroll to deliver competitive, equitable, and compliant compensation programs across the company. The role market-prices jobs, participates in and coordinates salary surveys, and analyzes compensation markets to help attract and retain employees. It supports company-wide compensation programs, including base pay, incentive plans, and employee recognition programs, and contributes to annual compensation planning and job profiles while ensuring compliance with compensation policies and practices. At the senior analyst level, the role collaborates with HR business partners on job descriptions; maintains and audits job profiles, EEOC codes, and exemption status; evaluates positions for market pay, internal grading, and FLSA compliance; participates in salary surveys; and advises HR, Talent Acquisition, and leaders on routine job offers. It analyzes compensation matters and assists with corrective actions, recognition program administration and reporting, annual planning, salary increases, incentives, audits, stock plan administration, and general wage increases. It may also support special projects, including acquisitions or divestitures. At the consultant level, the role additionally serves as the primary contact for HR and business unit leaders on compensation matters and develops, implements, and administers base pay, physical-workforce wage schedules, and short- and long-term incentive plans, while ensuring enterprise pay equity.

Requirements

For the Compensation Analyst Senior level: an associate’s degree in business administration, human resources management, industrial management, or an equivalent discipline.
For the Compensation Analyst Senior level: two years of human resources experience, including one year of compensation experience.
For the Compensation Analyst Senior level: strong technical knowledge and analytical skills using spreadsheet, database, and word-processing software.
For the Compensation Consultant level: a bachelor’s degree in business administration, human resources management, industrial management, or a related discipline; alternatively, an associate’s degree with two years of HR experience.
For the Compensation Consultant level: four years of human resources experience, including two years of compensation experience.
For the Compensation Consultant level: expert technical knowledge and analytical skills using spreadsheet, database, and word-processing software.
For the Compensation Consultant level: knowledge of wage and hour laws.
Placement level is based on education, depth of compensation experience, and demonstrated ability to consult independently with HR and business leaders.

Nice To Haves

WorldatWork designation as a Certified Compensation Professional (CCP).
Strong consulting, interpersonal, and communication skills.
Workday or HCM experience.
Market-pricing experience.

Responsibilities

Market-price jobs, participate in and coordinate salary surveys, and analyze compensation markets.
Support implementation and administration of base pay, incentive, and employee recognition programs.
Contribute to annual compensation planning and job profiles.
Collaborate with HR business partners to develop and evaluate job descriptions.
Maintain and audit job profiles for accuracy and compliance with internal practices, EEOC codes, and exemption status.
Evaluate positions for market-competitive pay, internal grading, and FLSA compliance.
Provide guidance to Business HR, Talent Acquisition, and leaders on routine job offers, fairness, and internal equity.
Analyze compensation matters and help determine corrective actions.
Assist with recognition program administration and reporting, including cash, gift cards, and long-term equity awards.
Partner with Business HR to advise leaders on manager discretion regarding salary increases and incentives.
Assist with reporting and audits to ensure recommendations follow company policies and practices.
Support the Consultant with stock plan administration and general wage increase processes.
Assist the compensation team with special projects and emergent activities, including those related to acquisitions or divestitures.
At the Consultant level, serve as the primary compensation contact for HR and business unit leaders.
At the Consultant level, develop, implement, and administer base pay, physical-workforce wage schedules, and short- and long-term incentive plans, and help ensure pay equity across the enterprise.
Ensure compliance with compensation policies and practices.