Compensation Senior Advisor

Sempra Infrastructure•Houston, TX

About The Position

Leads the strategic design, execution, and governance of comprehensive compensation programs that support complex and cross‑functional business units. Ensures the organization maintains competitive market positioning, internal pay equity, regulatory compliance, and strong alignment with business strategy. Oversees all aspects of compensation, including base pay, short‑ and long‑term incentive programs, equity compensation, job architecture, market pricing, salary structures, and annual compensation cycles. By interpreting market trends, this position leverages external benchmarking data, and applies sound compensation principles, this position designs variable pay and reward programs that attract, retain, and motivate talent at all levels. Serving as a trusted advisor, the position partners closely with senior HR, Finance, and Legal stakeholders to provide guidance on compensation strategy, promotions, and organizational change initiatives. Supports executive and international compensation programs, incorporates environmental, social, and governance (ESG) considerations into reward designs, and leads continuous improvements to ensure compensation practices remain effective, equitable, and aligned with evolving business objectives.

Requirements

Typically requires a 4-year degree in Human Resources or relevant field, or equivalent combination of relevant education and experience.
Typically requires 8 years of related compensation experience.
Strong analytical skills and modeling in Excel; ability to manage complex projects with minimal supervision, meet deadlines under pressure, and manage competing priorities.
Compensation Administration - The process of designing, implementing, and managing employee compensation, includes determining salary structures, bonus programs, and other forms of compensation.
Compensation Design - Ensuring compensations are designed effectively to meet business objectives and that the overall plan design aligns with the organization's broader business strategy with respect to market competitiveness and/or other desired standards.
Compensation Strategy - Outlines the organization's approach towards remuneration for employees. This includes business' position on the job market, the level of the total cash, the main bonus principles in the organization, rules for the base salary.
Data Analysis - Measuring and managing organization data, identifying methodological best practices and conducting statistical analyzes.
Data Modeling - The process of analyzing and defining all the different data types your business collects and produces, as well as the relationships between those bits of data.
Job Evaluation - Evaluating and comparing jobs and roles organizationally to determine appropriate pay using job evaluation methodologies, which include both internal and external review.
Market Benchmarking - Collecting and evaluating compensation data by comparing the organization's data with that of competitor companies.
Project Management - Ability to plan, execute, and oversee projects or initiatives within leave administration, ensuring they are completed on time and within scope.
Regulatory Compliance - The adherence to laws, regulations, guidelines, and specifications relevant to HR processes and workforce management, ensuring organizational activities are lawful.
Business Partnering - Acts as a trusted advisor and builds strong relationships with colleagues and the business to drive business performance by demonstrating and applying a deep understanding of the business, the commercial context and the wider world of work to influence value drivers to optimize productivity.

Nice To Haves

Certified Compensation Specialist preferred.

Responsibilities

Design and manage compensation programs (base, short-term incentive, and long-term/equity-based incentives) that support business strategies and regulatory requirements.
Lead annual compensation processes including salary structure development, market benchmarking, merit increases, incentive payouts, and equity award planning.
Provide strategic consultation to HR Business Partners and executives on organizational design, and total compensation strategy.
Conduct and oversee market pricing and internal equity reviews; ensure compliance with pay transparency and pay equity regulations.
Participate in and analyze results from compensation surveys to ensure competitive and equitable pay structures across all organizational levels.
Monitor and interpret relevant regulatory developments (e.g., FLSA, SEC, IRS 409A) and recommend updates to ensure ongoing compliance.
Maintain and administer the Company’s equity compensation programs in coordination with Legal, Payroll, and third-party plan administrators.
Serve as subject matter expert for compensation functionality in HR systems and tools; partner with HRIS and vendors to optimize system capabilities and reporting.
Drive compensation analytics using data insights to inform pay decisions and ensure market alignment and competitiveness.
Develop and manage Total Rewards budgets; update forecasts and ensure accurate accruals for compensation and benefit spend.
Lead communication and change management efforts to strengthen employee understanding of total rewards programs.
Ensure compliance with applicable laws and regulations, including ERISA, ACA, SEC requirements, FLSA, pay transparency, and other statutory requirements.
Serve as a strategic advisor to HR and business leaders on Total Rewards best practices, trends, and innovation opportunities.
Performs other duties as assigned.