Sempra Services Corporation
Compensation Senior II - Houston, TX
Sempra Services Corporation, Houston, Texas, United States, 77246
Job Description
Primary Purpose
Develops and implements compensation programs for complex or cross-functional business units. Interprets market trends, designs variable pay plans, and leads change initiatives to enhance program effectiveness.
Duties and Responsibilities
Partners with third-party Compensation consultant on compensation programs and initiatives. Assesses job descriptions based on structure to ensure alignment within the organization. Works closely with HR and internal customers on market trends.
Identifies current and future compensation needs and provides input to compensation strategy/priorities that align with business objectives.
Leverages market compensation survey results to monitor market positioning, identify trends and insights, and deliver sophisticated analyses, strategic recommendations and innovative solutions to address ongoing compensation challenges.
Evaluates and ensures pay alignment and pay equity across business functions, integrating best practices into the design and implementation of compensation programs.
Develops and standardizes work processes for comprehensive compensation programs, collaborating with compensation, policy teams, and cross‑functional partners to ensure a cohesive and integrated organizational approach.
Delivers expert internal consulting on pay structures, promotions, job design/classification, recognition programs, variable compensation, and new position offers.
Performs other duties as assigned.
Qualifications Education
Typically requires a 4-year degree in Human Resources or relevant field, or equivalent combination of relevant education and experience.
Experience
Typically requires 8 years of related compensation experience.
Knowledge, Skills, and Abilities
Analytical – strong analytical skills and modeling in Excel.
Compensation Administration – the process of designing, implementing, and managing employee compensation, including 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 other desired standards.
Compensation Strategy – outlines the organization's approach toward remuneration for employees, including business position on the job market, total cash level, main bonus principles, and base salary rules.
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 a business collects and produces, and the relationships between those elements.
Job Evaluation – evaluating and comparing jobs and roles organizationally to determine appropriate pay using job evaluation methodologies, including 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 – 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 performance by demonstrating and applying a deep understanding of the business, commercial context, and the wider world of work to influence value drivers and optimize productivity.
Licenses and Certifications
Certified Compensation Specialist preferred.
Work Schedule HYBRID: Work a combination of onsite and remote days each week, typically 4 days per week onsite.
Area of Interest Human Resources
Full Time/Part Time Full-time
Total Rewards Philosophy Note: The Company strives to ensure that employees are paid equitably and competitively. Starting salaries may vary based on factors such as relevant experience, qualifications, and education. Sempra Infrastructure offers a competitive total rewards package that goes beyond base salary. This position is eligible for an annual performance‑based incentive (bonus) as well as merit‑based recognition. Company benefits include health and welfare (medical, dental, vision), employer contributions to retirement benefits, life insurance, paid time off, tuition reimbursement, paid parental leave, and employee assistance programs.
Location Houston Center of Excellence-TXHS
Job Details Pay Range: $115,500.00 – $182,500.00 / year
Pay Transparency In order to support the Fair Compensation Strategy by the US Government, HR Dept., clients are required to adhere to the Pay Transparency Law in impacted states that mandate employers to list salary ranges in job advertisements or postings for job opportunities and job promotions.
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Develops and implements compensation programs for complex or cross-functional business units. Interprets market trends, designs variable pay plans, and leads change initiatives to enhance program effectiveness.
Duties and Responsibilities
Partners with third-party Compensation consultant on compensation programs and initiatives. Assesses job descriptions based on structure to ensure alignment within the organization. Works closely with HR and internal customers on market trends.
Identifies current and future compensation needs and provides input to compensation strategy/priorities that align with business objectives.
Leverages market compensation survey results to monitor market positioning, identify trends and insights, and deliver sophisticated analyses, strategic recommendations and innovative solutions to address ongoing compensation challenges.
Evaluates and ensures pay alignment and pay equity across business functions, integrating best practices into the design and implementation of compensation programs.
Develops and standardizes work processes for comprehensive compensation programs, collaborating with compensation, policy teams, and cross‑functional partners to ensure a cohesive and integrated organizational approach.
Delivers expert internal consulting on pay structures, promotions, job design/classification, recognition programs, variable compensation, and new position offers.
Performs other duties as assigned.
Qualifications Education
Typically requires a 4-year degree in Human Resources or relevant field, or equivalent combination of relevant education and experience.
Experience
Typically requires 8 years of related compensation experience.
Knowledge, Skills, and Abilities
Analytical – strong analytical skills and modeling in Excel.
Compensation Administration – the process of designing, implementing, and managing employee compensation, including 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 other desired standards.
Compensation Strategy – outlines the organization's approach toward remuneration for employees, including business position on the job market, total cash level, main bonus principles, and base salary rules.
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 a business collects and produces, and the relationships between those elements.
Job Evaluation – evaluating and comparing jobs and roles organizationally to determine appropriate pay using job evaluation methodologies, including 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 – 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 performance by demonstrating and applying a deep understanding of the business, commercial context, and the wider world of work to influence value drivers and optimize productivity.
Licenses and Certifications
Certified Compensation Specialist preferred.
Work Schedule HYBRID: Work a combination of onsite and remote days each week, typically 4 days per week onsite.
Area of Interest Human Resources
Full Time/Part Time Full-time
Total Rewards Philosophy Note: The Company strives to ensure that employees are paid equitably and competitively. Starting salaries may vary based on factors such as relevant experience, qualifications, and education. Sempra Infrastructure offers a competitive total rewards package that goes beyond base salary. This position is eligible for an annual performance‑based incentive (bonus) as well as merit‑based recognition. Company benefits include health and welfare (medical, dental, vision), employer contributions to retirement benefits, life insurance, paid time off, tuition reimbursement, paid parental leave, and employee assistance programs.
Location Houston Center of Excellence-TXHS
Job Details Pay Range: $115,500.00 – $182,500.00 / year
Pay Transparency In order to support the Fair Compensation Strategy by the US Government, HR Dept., clients are required to adhere to the Pay Transparency Law in impacted states that mandate employers to list salary ranges in job advertisements or postings for job opportunities and job promotions.
#J-18808-Ljbffr