Compensation Senior I

Sempra•San Diego, CA

About The Position

At Sempra, a better world begins with better energy—and with people who want to make a difference. That’s why we’re tackling the biggest challenges facing our industry while building ahigh‑performance culture where you can do your best work. Together, our teams support nearly 40 million consumers across the U.S., strengthening the communities we serve and creating impact that extends far beyond the workplace. Here, collaboration, inclusivity and shared purpose empowers you to grow your passion, build a rewarding career and contribute to something bigger—helping shape a better energy future for all. Primary Purpose This position leads market pricing and job evaluation across multiple functions and shapes salary structures. It also drives pay equity analysis, administers annual cycles, and advises business leaders on compensation decisions.

Requirements

Typically requires a 4-year degree in a relevant field, or equivalent combination of relevant education and experience.
Typically requires 5 years of related experience and additional experience in executive compensation, equity compensation, stock plan administration, deferred compensation plan administration, and/or executive benefits administration.
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 compensation programs 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 toward remuneration for employees. This includes business' position on the job market, the level of total cash, the main bonus principles in the organization, rules for base salary, etc.
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.
Data Analysis - Measuring and managing organization data, identifying methodological best practices and conducting statistical analyses.
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 data points.
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.
Regulatory Compliance - The adherence to laws, regulations, guidelines, and specifications relevant to HR processes and workforce management, ensuring organizational activities are lawful.
Project Management - Ability to plan, execute, and oversee projects or initiatives, ensuring they are completed on time and within scope.

Nice To Haves

Professional licenses such as Certified Executive Compensation Professional (CECP), Certified Compensation Professional (CCP), Certified Equity Professional (CEP), or Certified Employee Benefits Specialist (CEBS).

Responsibilities

Leads the analysis of business needs, market trends in compensation and workforce challenges to recommend modifications to compensation plans, ensuring competitive market positioning.
Leads comprehensive job analyses to determine appropriate level assignments, providing expertise to ensure internal equity and market practice alignment.
Collaborates with leadership and other key stakeholders to develop a comprehensive understanding of the business needs in order to design and advise on potential compensation actions and solutions.
Conducts benchmarking of executive and/or non-executive compensation programs to determine alignment to market practices and recommends participation in applicable surveys.
Utilizes available technology and identifies opportunities for data, process or usage enhancements to facilitate efficient and scalable practices.
May participate in administration of executive compensation programs, including base salary, annual and long-term incentives, stock plan administration, nonqualified deferred compensation and pension plan administration and/or executive benefits administration.
May provide reporting and analyses for preparation of regulatory filing or meetings of the Compensation and Talent Development Committee of Sempra's Board of Directors.
Participates in cross functional projects within Total Rewards.
Performs other duties as assigned.

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