Dir Compensation

Consumers Energy•Jackson, MI

4d•Hybrid

About The Position

The Director, Compensation leads and manages compensation programs for Consumers Energy and CMS Energy, partnering with Human Resources leadership on executive rewards, equity design and plan administration, and proxy disclosures. The position provides leadership to teams responsible for the ongoing development, design, implementation, communication, and maintenance of compensation programs, and advises leadership on compensation practices and labor-market conditions. The Director works with payroll, legal, People & Culture, finance, and senior leaders on executive compensation programs, practices, and policies. The role also supports incentive compensation rate-case proceedings by preparing testimony, exhibits, and discovery responses, and testifying as needed. This is a hybrid position with required onsite work Monday, Tuesday, and Thursday at the One Energy Plaza headquarters in Jackson, Michigan. The selected candidate must live within commuting distance or be willing to relocate; relocation assistance is available to those who qualify. The role is not eligible for current or future immigration sponsorship, including H-1B, TN, CPT, OPT, or STEM OPT sponsorship.

Requirements

Excellent verbal and written communication skills, including the ability to handle difficult conversations.
Strong organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to adapt to organizational and employee needs.
Advanced knowledge of Microsoft Office, including Excel, Outlook, PowerPoint, and Word.
Bachelor’s degree in Human Resources Management, Business Administration, or a related area, plus 10 or more years of progressive experience in compensation, executive compensation, or incentive compensation; or an associate’s degree in one of these areas plus 12 or more years of such experience; or a high school diploma plus 14 or more years of such experience.
Leadership experience and in-depth expertise designing innovative compensation and benefits models across different employee segments.
Experience designing and governing executive compensation programs.
Success creating and articulating complex strategies and plans to executive management and peers.
Experience with executive and Board compensation.
Must be within commuting distance of the Jackson, Michigan headquarters or willing to relocate.
Must not require current or future immigration sponsorship for a work visa; CPT, OPT, and STEM OPT candidates are ineligible.

Nice To Haves

Knowledge of Human Resource Management software, preferably SuccessFactors.
Demonstrated success translating organizational objectives into total rewards strategies and executing them to deliver business results.
Ability to build strong internal partnerships and provide a high level of customer service.
Experience working cross-functionally with organizational stakeholders and managing relationships and organizational change dynamics with discretion and tact.
Strong business acumen and financial literacy.

Responsibilities

Lead the design of compensation programs aligned with company strategy, culture, and values.
Develop policies, procedures, and practices for effective and equitable administration and interpretation of compensation programs.
Recommend the annual fiscal-year salary program in light of company priorities and changing market goals.
Advise Compensation staff, Human Resources staff, and leaders on compensation matters.
Develop and administer the organization-wide salary expense budget and control expenses at approved levels, allocating the budget using objective market analysis.
Direct job evaluation and classification processes and ensure consistency and quality in evaluations, classifications, position descriptions, and salary recommendations.
Ensure compensation policies and practices comply with applicable local, state, and federal laws and regulations.
Develop compensation communications with the Co-worker Connections team to promote understanding among coworkers and leaders.
Partner with business executives and Human Resources Business Partners to develop and implement programs aligned with organizational objectives and business-level needs.
Assist with administering non-officer reward programs, including spot awards and retention agreements.
Coordinate with stakeholders on tracking and disclosure of social policies and practices for third-party rating institutions on social governance.
Develop strategies and programs to attract and retain talent and advance a compensation framework focused on pay for performance, market-based compensation, and cost containment.
Review officer compensation program designs, including base salary, annual incentives, and long-term incentives.
Conduct annual competitive market analysis for the executive population and present results to the CEO.
Oversee preparation of materials for the Compensation Committee and Board of Directors.
Administer grants, vesting, forfeiture, and audits for unvested company stock; forecast share usage, burn rate, and related stock-based compensation expense; and monitor performance conditions and stock ownership requirements.
Draft the annual proxy statement, including the Compensation Discussion and Analysis, Summary Compensation Table, and termination tables for named executives.
Develop testimony, exhibits, and responses for rate-case requirements as the incentive compensation witness, and testify as needed.
Perform other duties as assigned or necessary.