Compensation Analyst Senior - Consultant

American Electric Power•Columbus, OH

22h•Onsite

About The Position

AEP is hiring at either the Compensation Analyst Senior or Compensation Consultant level, with placement based on education, depth of compensation experience, and ability to consult independently with HR and business leaders. The role partners with Business HR, Talent Acquisition, HRIS, and Payroll to deliver competitive, equitable, and compliant compensation programs across the company. Work includes market pricing jobs, participating in and coordinating salary surveys, analyzing market data, and supporting base pay, incentive, employee recognition, and annual compensation planning programs. At the Compensation Analyst Senior level, the position supports job description development and evaluation, maintains and audits job profiles, evaluates positions for market pay and internal grading, advises on routine job offers, supports recognition programs and annual compensation planning, and helps ensure compensation recommendations follow company policy and applicable law. The role also supports stock plan administration, general wage increases, and special projects, including those related to acquisitions or divestitures. At the Compensation Consultant level, responsibilities additionally include serving as the primary compensation contact for HR and business unit leaders, consulting directly on compensation matters, developing and administering base pay and wage schedules for the physical workforce, managing short- and long-term incentive plans, and ensuring enterprise-wide pay equity. The position is listed as on-site. Compensation is stated as $77,160–$115,000, with level and base salary based on candidate experience; the posting also lists a compensation range of $74,551–$109,543.

Requirements

For the Compensation Analyst Senior level: 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: 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.
Knowledge of wage and hour laws.
Placement level is based on education, 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

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