Support day-to-day administration and analysis of employee compensation programs, including base pay, incentive compensation, market pricing, job evaluation, and related compensation processes. Perform routine to moderately complex compensation analyses using established guidelines, tools, and methodologies. Review job and pay information, validate data, summarize findings, and prepare preliminary recommendations for review by more senior compensation team members or management. Work with Human Resources and business partners to provide accurate information and responsive support, escalating complex or unusual matters as appropriate.
Essential Functions:
Administer recurring compensation processes and support program activities for base pay, incentive compensation, market pricing, job evaluation, and compensation data maintenance using established procedures.
Review and process compensation transactions such as pay adjustments, promotions, job changes, incentive plan updates, and awards for accuracy, completeness, and alignment with established guidelines. Flag exceptions or potential issues for review.
Assist with internal and external compensation studies by gathering, organizing, and analyzing market data through approved tools and reporting systems. Summarize results and prepare supporting materials for review.
Respond to routine compensation data requests from Legal, Regulatory, Finance, Accounting, and other functions by researching information, validating data, and preparing draft responses or reports for review.
Provide analytical support to Human Resources and business partners on routine position changes, job title reviews, and compensation questions. Apply established guidelines and escalate complex matters or exceptions to more senior team members.
Analyze new and revised positions using established market pricing, job slotting, and internal comparison methodologies. Document rationale and prepare preliminary compensation recommendations for review and approval.
Update and maintain compensation and job-related data in human resource information systems, including SAP, for personnel and position changes such as FLSA status and EEO category updates. Review entries for accuracy and resolve routine discrepancies.
Apply working knowledge of compensation practices, regulations, and compliance requirements, including the Fair Labor Standards Act and Equal Pay Act, to support accurate program administration and identify items requiring additional review.
Administer the company recognition program, including routine program support, data maintenance, activity review, and inquiry response in accordance with established guidelines.
Basic Qualifications:
Education:
BS/BA Degree required in Business Administration, Human Resource Management, Finance, or other field. Certification from WorldatWork (CCP) is desired.
Experience:
Requires a minimum of 2 years of demonstrated experience and knowledge in compensation administration including base salary administration, use of market surveys, job pricing techniques, job evaluation, variable pay design and administration, and regulatory compliance.
Competencies:
1. Business and Financial Acumen – Understand the impact actions and decision have on the bottom line of the enterprise.
Understand drivers of profitability.
Use resources efficiently.
Demonstrate an understanding of how day-to-day activities impact CNP bottom line.
Proactively look for and implement ways to reduce or contain costs where appropriate.
Knowledgeable of technology enhancements and the efficiencies it brings to company operations.
2. Coaching and Development – Develop others’ capabilities to empower them to reach their potential.
Seek opportunities to get input from others for continuous improvement.
Provide honest and courageous feedback to others.
Seek out and be open to feedback from others.
Inspires, motivates and guides others toward achievement of growth and development goals.
3. Collaboration – Eliminate boundaries and drive common goals.
Share information proactively with others in order to achieve shared goals.
Collaborate openly with others as a team player to accomplish company/organization objectives.
Demonstrate understanding of the impact of own actions on other team members and/or other departments.
Demonstrate behavior that allows others to contribute to their full potential.
4. Connecting, Listening, and Sharing – Maintain open, active, two-way communication.
Proactively share and seek out ideas with others.
Demonstrate openness and accessibility to others.
Share thoughts and feelings in a direct, genuine, and respectful way.
Demonstrate you have listened to and understand others’ points of view.
Actively seek diverse perspectives.
5. Customer Focus Through Service – Understand and exceed the expectations of internal and external customers.
Deliver customer-focused strategies that build and sustain customer commitment and loyalty. Exceed internal and/or external customer's expectations.
Accept responsibility for the quality of service delivered.
Demonstrate commitment to continuous improvement of services.
Readily readjust priorities to pressing and changing customer demands.
6. Enterprise Mindset – Act in way that are best for the company as a whole.
Clearly understand the impact and implications of decisions to the company.
Place organizational success above individual and team gain.
Focus on efforts that add significant value and align according to priorities.
Understand the big picture and the impact when executing plans and making decisions.
7. Results Orientation – Reject the status-quo, find opportunities to improve and drive outstand business results.
Drive for results consistent with the organization's vision, mission, and strategies.
Demonstrate curiosity by challenging assumptions and questioning processes.
Assess individual performance against a set of measurable criteria.
Hold self and others accountable for verifying results and living the values.
Demonstrate willingness to examine successes and failures in order to apply what was learned to improve individual performance.
Perform the duties and responsibilities of his or her position efficiently and effectively.
Manages one's own time, energy and abilities and leverages the use of technology for maximum performance.
8. Steadiness—Demonstrate strength, poise, and an appropriate presence.
Project credibility in adversarial situations.
Make decisions confidently and wisely, after considering alternative courses of action.
Handle conflict effectively.
Remain focused and positive during periods of transition or uncertainty.
Act to preserve relationships, even under difficult or heated circumstances.
Publicly model behavior that supports the vision and values.
Working Conditions:
Physical Requirements
Able to exert up to 10 pounds of force occasionally, and/or a minimal amount of force frequently to lift, carry, push, pull, or otherwise move objects.
Able to demonstrate the manual dexterity to operate a personal computer effectively.
Able to sit and/or view computer screen for extended periods of time.
Able to operate office machines including telephone, photocopier, fax machine, calculator, scanner, etc.
Able to operate a personal computer, either desktop or laptop.
Working Conditions
Able to work with moderate daily pressure to meet frequent deadlines.
Able to work a varied schedule, including occasional overtime (nights and/or weekends) to complete projects and meet deadlines in response to changing demands or established deadlines.
Able to travel occasionally, possibly overnight, to attend meetings and/or conferences or conduct training.
Able to work indoors, in an office environment, regardless of whether cubicle, open office or private office.
May be required to remain in the service area during emergency events and assume responsibilities assigned by the company to aide in restoration efforts.

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