Senior Compensation Analyst

Senior Principal Consultant

Location:

Oakland, CA (Hybrid/Remote). Pay: $150k–$180k annually.

Open to local and non‑local candidates residing in the USA, no C2C.

Assignment is remote. Must be able to work normal Pacific Standard hours (8:00 AM–5:00 PM), be available on MS Teams during Pacific business hours, and if outside of the client service territory, the supplier must provide laptop and any additional equipment.

• Conduct job evaluation, determining job classification and job levels.
• Analyze the impact of new proposed pay structures and work with the broad‑based compensation team on alignment with key strategic priorities.
• Develop/update compensation policies, standards, procedures and training materials.
• Create presentations to influence change and facilitate effective decision making at the senior leader level.

• Strong knowledge of compensation terminology, principles and practices.
• Strong quantitative and analytical skills.
• Knowledge of SAP or other HR management systems.

PG&E is enhancing their job architecture in preparation for the rollout of SAP Success Factors. The scope of the project includes:

• Current State Assessment of Non‑Bargaining Unit Job Architecture
• Design Career Tracks and Levels Criteria
• Develop job architecture, specifically harmonizing job families and consolidating jobs to prepare for Job Profile Builder implementation
• Propose salary structures with consideration to the future job architecture structure
• Develop a governance framework to provide an outline for sustaining the job architecture
• Draft skills for a single job function and its respective job families and job profiles

The Principal Compensation Consultant is responsible for managing the business requirements of the new job architecture and integrating the solution into SAP and core business processes within the People Organization. This role involves working closely with the Compensation Department, Human Resources People Partners (HRPPs), HR Functional Leaders, Executive Leadership, cross‑functional Propel Teams, and other external partnerships.

The successful candidate will have significant experience in designing broad‑based compensation programs—including base pay structure, merit programs, and compensation processes and technology—for both represented and non‑represented coworker groups. Additionally, the role requires strong written and verbal communication skills and the ability to communicate with a wide variety of audiences from senior leaders.

While this position can be partly remote, it would be ideal for the role to attend meetings in person at PG&E’s headquarters in Oakland or San Ramon, California, as needed for the team and the work.

• The position reports to the Director of HR Technology and Governance.

• Evaluates and analyzes job architecture. Partners with clients in creating and maintaining job families and respective job profiles.
• Conduct job evaluation, determining job classification and job levels.
• Analyze the impact of new proposed pay structures and work with the broad‑based compensation team on alignment with key strategic priorities.
• May perform market pricing to establish competitive pay ranges for jobs, including market research and ad‑hoc benchmarking.
• Develop and maintain mapping of employees to new job architecture.
• Analyzes large complex data sets, identifies trends, and develops comprehensive and innovative recommendations.
• Designs and audits compensation‑related information and structures (e.g., pay structures, job maintenance, etc.) in various systems; identifies and recommends areas for change or standardization.
• Serves as a resource on complex issues and provides training to team.
• May provide compensation consulting to business clients.
• Creates presentations to influence change and facilitate effective decision making at the senior leader level.
• Develop an organization‑wide skills framework.
• Develop processes and protocols for sustaining the newly created job architecture.
• Maintains metrics and dashboards to measure impacts and progress.

• Bachelor’s degree in a relevant discipline (e.g., business…