Manager Compensation

Puget Sound Energy•Bellevue, WA

11d•$106,600 - $253,200

About The Position

Puget Sound Energy (PSE), Washington’s largest energy provider serving more than 1.7 million customers across the Pacific Northwest, is on a transformative path toward carbon neutrality by 2030. As we evolve to meet the future of clean energy, we are seeking a Manager, Compensation to lead and modernize compensation programs for our workforce of approximately 3,200 employees across both represented and non-represented roles. This is a unique opportunity to shape how compensation supports innovation, including designing and pricing new roles that emerge as technology and clean energy continue to redefine our workforce. In this role, you will serve as a strategic leader responsible for the full spectrum of enterprise-wide compensation programs. You will lead a team of three analysts in designing, developing, and administering salary structures, base pay programs, and annual short- and long-term incentive plans, including executive compensation. You will ensure all programs are aligned with PSE’s total rewards philosophy and employee value proposition while maintaining a competitive market position through active participation in compensation surveys and the evaluation and adoption of survey aggregation tools. As a key member of the HR Leadership Team, you will collaborate closely with a tight-knit group of peers to build an integrated and forward-looking total rewards strategy, operating with a high degree of independence and influence. You will oversee job analysis and evaluation, guide base salary administration, and provide expert consultation on pay decisions, including during union negotiations. Your work will also include close partnership with Benefits leadership on executive compensation and benefit programs, ensuring alignment and sound governance. You will manage a high-performing compensation team, fostering professional growth while driving operational excellence. This includes implementing process improvements to enhance efficiency, maximizing vendor partnerships, and maintaining strong oversight of vendor performance. You will also be accountable for program budgeting, financial tracking, and ensuring full compliance with federal, state, and tax regulations, including all required reporting. Success in this role requires exceptional judgment, discretion, and the ability to navigate sensitive matters with confidence and integrity. You will be a trusted advisor who understands the broader impact of compensation decisions, communicates effectively with diverse stakeholders, and knows how to manage complex and confidential information appropriately. In addition, you will lead the development of clear and compelling compensation communications across written and digital platforms. At PSE, we are committed to conducting business ethically and in alignment with our core values and Code of Conduct, while fostering a culture centered on safety and compliance. If you are a strategic compensation leader who thrives in a dynamic, evolving environment and wants to play a critical role in shaping the future workforce of a clean energy company, we invite you to join us.

Requirements

Bachelor's degree in a related field and ten (10) years progressive experience and responsibility in the design, development and implementation of compensation programs or an equivalent combination of education and experience.
One (1) year of team leadership and/or direct supervision of others.
Effective relationship building and staff development skills. Ability to quickly build trust and value-based relationships with leadership, colleagues and employees.
Advanced knowledge of compensation theories and best practices including job analysis & evaluation principles.
Demonstrated ability in providing guidance and counsel to leadership.
Knowledge and ability to understand and apply statistical concepts to analyze data.
Proficient in HR systems and MS Office, with advanced skills in Excel.
Advanced knowledge of HR/personnel practices and principles, labor and pay laws and regulations.
Ability to communicate effectively across all levels of the organization in a concise manner.
Excellent attention to detail and accuracy; ability to handle multiple tasks, shifting priorities and ambiguity while remaining flexible.
Ability to work with critical information and maintain confidentiality.

Nice To Haves

Certified Compensation Professional (CCP) or Master’s degree in Human Resources.
Experience using enterprise HR systems (such as SAP SuccessFactors) to deliver compensation information to managers and employees.
Experience designing and administering equity compensation programs.
Experience preparing and filing SEC Compensation Discussion and Analysis and Summary Compensation Tables.
Experience administering executive compensation programs.
Experience presenting to senior executive and board level audiences.

Responsibilities

Provides employees with coaching, feedback, and developmental opportunities and building effective teams.
Demonstrates a passion for safety. Promotes and supports a culture of total safety including eliminating at-risk behaviors by conducting safety audits and inspections, eliminating hazards and near misses, and attending safety meetings.
Sets clear expectations and holds employees accountable for performance as well as safety goals/targets where applicable.
Oversees training and development of employees directly and indirectly managed and makes effective staffing decisions. Ensures required training is successfully completed.
Challenges and inspires employees to achieve business results.
Accountable to ensure employees adhere to legal and operational compliance requirements, as well as safety standards.
Conducts and ensures the completion of performance reviews and development plans.
Provides coaching, direction and leadership support to team members to achieve employee, business, customer and safety results.
Leads team of analysts in completion of compensation program work.
Provides direction to compensation team in completing projects and annually scheduled work.
Review job evaluation recommendations completed by Compensation Analysts.
Designs and develops compensation programs and communication strategies.
Makes plan design recommendations regarding program function and cost.
Manages the implementation and administration of cash compensation programs for the organization, including salary structures and grades, the annual incentive plan and the long-term incentive plan (LTIP).
Manages and participates in the administration of compensation processes, such as the merit payment cycle, annual incentive cycle, off-cycle adjustments, job evaluation, market survey matching, validation, and analysis.
Develops incentive programs and administers performance review or merit-rating programs.
Ensures that compensation programs are competitive and equitable and that the programs administered assist in the attainment of corporate objectives.
Establishes plans and procedures for administering company policies and practices in compensation.
Develop communications plans, tools and materials to increase the understanding of current and new programs.
Partner with Human Resource Advisors and business area leaders to communicate compensation programs and evaluate program effectiveness.
Give presentations on compensation programs to manager and employee groups (e.g., roadshow).
Function as an internal consultant to company leaders and HR leadership team.
Stay informed of legislative and regulatory changes and ensure the compliance of PSE’s programs.
Manages all vendor relationships including serving as primary contact, overseeing contracts and service agreements, approving invoices, and resolving conflicts to ensure contractual obligations and performance expectations are met.
Develops and tracks program budgets and forecasts expenses for compensation programs. Coordinates with PSE General Accounting on recording program expenses in appropriate SAP general ledger accounts. Develops and maintains knowledge of PSE HR SAP system, including researching employee information and GL program expense, and running standardized reports.
Participates in cross-functional human resources team(s), working with other HR leaders, program managers and HR Advisors. Provides coaching, direction and leadership support to team members to achieve employee, business and customer results.
Performs other duties as assigned.