Sr Manager, Compensation

Posting End Date: 4/1

Work Place Flexibility: Hybrid 

Legal Entity: Entergy Services, LLC 

***This position on may be filled in New Orleans, LA; Baton Rouge, LA; The Woodlands, TX; or Jackson, MS.***

 

SUMMARY/PURPOSE: 

Leads the development, implementation and administration of assigned compensation programs, policies and procedures.

 

JOB DUTIES/RESPONSIBILITIES:

• Oversees planning, strategy and execution for employee compensation programs (i.e, base pay program, step pay program, FLSA review process, job evaluations, compensation modeling to meet customer specific requirements), including leadership and support of numerous Path to Premier initiatives providing opportunity for executive leadership interaction and engagement
• Provides governance and oversight  for parts of  the annual compensation cycle, including the annual merit/MRV analysis and recommendation, and data management.
• Ensures legal compliance of compensation programs.  Works with auditors, develops and executes controls and provides correction support, oversees the execution of SOX testing and updating of related workflows.
• Oversees and manages the compensation survey process of job matching for market analysis, data management and maintenance.
• Oversees planning, strategy and execution of the Rewards and Recognition program.
• Manages and directs vendor administration/relationships and works with vendors, as well as other ETR groups throughout the year to support various programs (i.e., oversees system updates, Market Pay, and MRV maintenance).
• Maintains knowledge of laws and regulations with application to Entergy’s programs.  Ensures legal compliance of compensation programs.     

• Provides support to rate case testimony, Request for Information (RFIs), contract negotiations, M&A work, and other key initiatives. 
• Responsible for the management and development of staff.

• Responsible for leading and developing compensation team members.

 

MINIMUM REQUIREMENTS: 

Minimum education required of the position

Bachelor’s Degree strongly preferred (Human Resources, Business Administration, Management or related field) or equivalent work experience.
MBA or graduate level degree preferred.

 

Minimum experience required of the position

8+ years of relevant Compensation, Analytical or HR experience with a bachelor’s degree OR prior leadership/ supervisory experience and 12+ years of relevant HR experience without a bachelor’s degree.

 

Minimum knowledge, skills and abilities required of the position

• Makes Customers More Successful: Anticipates and meets the needs of both internal and external customers.  Delivers high-quality products and services; is committed to continuous improvement.
• Innovates and Continuously Improve:  Prioritizes innovation and continuous improvement by always looking for better ways, small or large, to improve programs or processes – and acts on those opportunities. Develops new insights into situations; questions conventional approaches; encourages new ideas and innovations; designs and implements new or cutting-edge program or processes.
• Collaborates and Shares Knowledge: Fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization.
• Accountable for Results:  Embraces challenging performance goals for continuous learning and performance improvement.  Accountable for results and transparent measurement of performance.
• Developing Others: Develops the ability of others to perform and contribute to the organization by providing ongoing feedback and by providing opportunities to learn through formal and informal methods. Recognizes and rewards outcomes to encourage high performance ans results. 
• Flexibility: Is open to change and new information; rapidly adapts to new information, changing conditions, or unexpected obstacles.
• Strategic Thinking: Formulates objectives and priorities, implements plans consistent with long-term interests of the organization in a global environment.  Capitalizes on opportunities and manages risks.
• Technical Credibility: Understands and appropriately applies principles, procedures, requirements regulations and policies related to compensation.
• Conflict Management: Encourages creative tension and differences of opinions.  Anticipates and takes steps to prevent counter-productive confrontations.  Manages and resolves conflicts and disagreements in a constructive manner.
• Partnering: Develops networks and builds alliances; collaborates across boundaries to build strategic relationships and achieve common goals.
• Communication: Makes cle