Compensation & HRIS Manager

LS Power Development • East Brunswick, NJ

5d • Onsite

About The Position

We have an opportunity for a Compensation & HRIS Manager based in our East Brunswick, NJ office. In this role, you will lead the design, governance, and strategic insight behind LS Power’s compensation programs, workforce and labor analytics, and enabling HR systems. You will partner closely with HR leadership, Division Heads, and business stakeholders to translate compensation and workforce data into actionable strategies supporting informed decision-making, market competitiveness, internal equity, financial discipline, and regulatory compliance. As the Compensation & HRIS Manager, you will deliver year-round value across compensation strategy, workforce and labor analytics, job architecture, pay equity, HR systems, and enterprise initiatives, and serve as a key thought partner on people and workforce strategy.

Requirements

• Hold a bachelor’s degree in Human Resources, Finance, Economics, Business, or a related field
• Bring 7–10+ years of progressive experience in compensation, workforce analytics, total rewards, or HR systems-enabled roles
• Have strong expertise in compensation design, analytics, governance, and workforce planning
• Possess advanced analytical, modeling, and executive communication skills
• Demonstrate the ability to influence senior leaders and translate data into strategic recommendations

Nice To Haves

• Experience in complex, regulated, or asset-intensive environments
• CCP certification or progress toward completion
• Strong partnership experience with HR and executive leadership
• Hands-on experience with HRIS (ADP preferred), compensation planning tools, and analytics platforms

Responsibilities

• Compensation Strategy & Governance Lead the design and oversight of compensation programs, including market pricing, job evaluation, salary structures, incentives, and annual compensation cycles
• Provide decision support for offers, promotions, adjustments, and retention actions, including complex or escalated cases
• Own annual compensation planning cycles (merit, bonus, and incentive programs), including modeling, budgeting, governance, and post-cycle analysis)
• Develop and maintain compensation guidelines, decision frameworks, and leadership-facing materials
• Workforce & Labor Analytics Lead workforce and labor cost analytics, including headcount, attrition, vacancy, productivity, and cost trends
• Partner closely with HR & Leaders on labor forecasting, scenario modeling, and long-range workforce planning
• Deliver executive-ready dashboards, insights, and narratives to support leadership and Executive decision-making
• Proactively identify workforce risks, trends, and optimization opportunities
• Job Architecture & Organizational Effectiveness Own job architecture, including job families, career levels, role frameworks, and leveling standards
• Partner with HR and leaders on role design, leveling, and organizational design initiatives
• Lead or support spans-and-layers analysis, workforce restructuring, and organizational effectiveness reviews
• Ensure alignment between job architecture, compensation structures, and overall talent strategy
• Pay Compliance & Risk Management Lead pay analyses and remediation planning in partnership with HR leadership and Legal
• Ensure compliance with pay transparency, wage and hour, and related regulatory requirements
• Maintain audit-ready documentation, governance standards, and internal controls
• Serve as a subject-matter expert on compensation risk, compliance, and governance matters
• HR Systems, Data & Process Leadership Serve as the primary owner of compensation, workforce planning, and related functionality within HRIS (ADP preferred) and supporting tools
• Partner closely with HR Operations to ensure strong data integrity, quality assurance, and governance practices
• Lead process improvements, automation, and scalable solutions to enhance efficiency and user experience
• Support HRIS configuration, upgrades, integrations, and change management related to compensation and overall workforce planning
• Enterprise Initiatives & Special Projects Lead or support compensation and workforce-related due diligence for M&A, integrations, restructurings, and strategic initiatives
• Act as a thought partner on enterprise HR, workforce planning, and people strategy projects

Benefits

• We are committed to supporting employees’ happiness, healthiness, and overall well-being by providing comprehensive benefits that include 100% employer paid premium healthcare, paid parental leave and more.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level