Head of Total Rewards

Overview

Company Overview

 

Pattern Energy is a leading renewable energy company that develops, constructs, owns, and operates high-quality wind and solar generation, transmission, and energy storage facilities. Our mission is to transition the world to renewable energy through the sustainable development and responsible operation of facilities with respect for the environment, communities, and cultures where we have a presence. 

 

Our approach begins and ends with establishing trust, accountability, and transparency. Our company values of creative spirit, pride of ownership, follow-through, and a team-first attitude drive us to pursue our mission every day. Our culture supports our values by fostering innovative and critical thinking and a deep belief in living up to our promises.  

 

Headquartered in the United States, Pattern has a global portfolio of more than 30 power facilities and transmission assets, serving various customers that provide low-cost clean energy to millions of consumers.

Responsibilities

Job Purpose

We are seeking a strategic, hands-on Head of Total Rewards to lead the design, governance, and execution of the company’s compensation, executive compensation, incentive plans, benefits, and related rewards programs. This role will serve as a senior leader within People & Culture and will play a critical role in shaping programs that attract, retain, and motivate top talent while ensuring alignment with business strategy, market competitiveness, regulatory requirements, and sound governance.

 

This leader will bring deep expertise in executive compensation, annual and long-term incentive plan design, equity and equity-like vehicles including RSUs and SARs, M&A-related compensation and benefits integration, and broad-based health and welfare, retirement, and wellbeing programs across US and Canada. The ideal candidate is equally comfortable in the boardroom and in the details, advising senior executives and compensation committees while also driving operational rigor, compliance, analytics, communications, and systems execution.

 

Key Accountabilities

Executive Compensation & Board Deliverables

• Lead the analysis, and administration of executive compensation programs, including base salary, annual incentives, long-term incentives, retention awards, sign-on packages, and separation-related pay considerations.
• Partner closely with the Executive Team, Finance, Legal, and the Board/Compensation Committee on executive pay decisions, materials, recommendations, and governance processes.
• Develop and maintain executive compensation frameworks that align pay with performance, company strategy, shareholder expectations, and market competitiveness.
• Support executive compensation benchmarking, market analyses, peer comparisons, modeling, and recommendations for senior leadership roles.
• Prepare executive compensation materials for Board and Committee meetings, including compensation memos, scenario analysis, and decision support.

Incentive Plan Design & Administration

• Own the design, governance, and administration of company-wide incentive plans.
• Lead enterprise compensation strategy including compensation philosophy, salary structures, job architecture, market pricing, pay equity support, annual merit cycles, and promotion/in-range movement governance.
• Build and refine incentive plan design principles, payout methodologies, metrics, thresholds, weighting approaches, and governance controls.
• Lead annual incentive calibration and payout processes, including business performance assessment, individual performance alignment, payout modeling, and leadership review support.
• Ensure all incentive plans are documented clearly, scalable, auditable, and aligned across acquired and legacy businesses where relevant.
• Partner with Finance and HR systems/payroll teams to strengthen the operational execution, controls, reconciliation, and communication of variable pay programs.
• Lead the design and administration of long-term incentive vehicles, including RSUs, SARs, cash-based LTIPs, and other equity or equity-like awards.
• Advise leadership on plan provisions such as vesting, retirement treatment, termination treatment, change-in-control treatment, and award timing.
• Partner with Legal and Finance on award agreements, plan document review, tax treatment, valuation considerations, accounting impacts, and participant communications.
• Build clear employee and executive-facing education materials to improve understanding of complex long-term incentive programs.

M&A / Integration / Transaction Support

• Lead the Tota