Back to search
Serve as a highly experienced individual contributor in assuring that the compensation programs and systems, including base pay, incentive pay, and recognition programs, are effectively designed, implemented, and administered.
Lead the annual compensation processes, including merit increases and bonus awards.
Serve as the lead administrator of compensation systems (e.g., MarketPay, Equilar, etc.).
Develop compensation policies and procedures, and ensure they are maintained/updated regularly.
Own the full lifecycle of Annual Survey Participation: map internal jobs to survey benchmarks, collect and scrub HR data, and ensure timely submission.
Evaluate, benchmark, and advise on new hire offers, internal job changes, and off-cycle adjustments, including equity adjustments and geographical pay differences.
Perform job evaluation of current and new roles: conduct market analysis within MarketPay and internal equity analysis within Workday.
Meet with Human Resources Business Partners (HRBPs) and Business Managers to align on job evaluations and educate on compensation practices, salary grades, and market pricing methodology.
Manage job descriptions and partner with HRIS to implement a job description tool, ensuring job descriptions are current and consistent, revising or requesting revisions as needed.
Partner with the HR team to ensure job descriptions are complete, current, and accurate.
Participate in Annual AAP Compliance, ensuring accuracy of data and partnering with Legal and the HR Team to investigate inequities.
Work with the Director, Total Rewards, and other HR team members to develop effective compensation and recognition strategies to support strategy and outcomes.
Develop and deliver effective communications for all compensation and recognition programs and policies, including email, articles, face-to-face, and video/teleconference.
Track incentive performance against plan/budget, providing required accruals and adjustments to Finance; monitor budget and report variances.
Manage and ensure successful implementation of projects by working collaboratively with a cross-section of internal stakeholders.
Assist with developing, improving, maintaining, and implementing Compensation’s policies, practices, and structure.
Together with the Director, Total Rewards, oversees the activities of outside business partners and vendors.
What You Bring to the Table:
Bachelor’s degree in a related field of study from an accredited college or university; will consider a combination of experience and/or education.
Ideally, 5+ years of progressive employee compensation programs experience.
Proven experience in the analysis, design, and administration of compensation programs, including management of short and long-term incentive programs.
Experience managing large datasets and using data aggregators (MarketPay or PayScale).
Experience in the collection, analysis, and determination of market salary and total compensation data.
Experience conducting market analysis, preferably using Mercer and/or Wills Towers Watson surveys.
Trusted steward of highly confidential data.
Highly flexible, with the ability to seamlessly transition between working independently and collaborating with others.
Solid organization skills and dedication to quality and attention to detail.
Commitment to consistently adhere to policies and procedures and be a positive example for others by demonstrating the Company’s core values of Respect, Accountability, Innovation, Safety, and Excellence in completing work assignments.
Self-motivated, have a phenomenal work ethic and looking for the right company to support your growth.
Got Extra to Bring?
Human Resources or Compensation experience within the Oil and Gas industry.
HR or Compensation experience within the Oil and Gas industry.
Experience with administering compensation programs using Advanced Compensation.
Knowledgeable of Finance and the impact Compensation has on financial statements.
Leading company-wide processes (merit and bonus), managing transformational initiatives, and implementing a new HR/compensation system.
Experience using JDXpert.
Experience writing Macros.
Experience in consulting.
Certified Compensation Professional (CCP), Professional in Human Resources (PHR), and/or SHRM Certified Professional (SHRM-CP).
Lead the annual compensation processes, including merit increases and bonus awards.
Serve as the lead administrator of compensation systems (e.g., MarketPay, Equilar, etc.).
Develop compensation policies and procedures, and ensure they are maintained/updated regularly.
Own the full lifecycle of Annual Survey Participation: map internal jobs to survey benchmarks, collect and scrub HR data, and ensure timely submission.
Evaluate, benchmark, and advise on new hire offers, internal job changes, and off-cycle adjustments, including equity adjustments and geographical pay differences.
Perform job evaluation of current and new roles: conduct market analysis within MarketPay and internal equity analysis within Workday.
Meet with Human Resources Business Partners (HRBPs) and Business Managers to align on job evaluations and educate on compensation practices, salary grades, and market pricing methodology.
Manage job descriptions and partner with HRIS to implement a job description tool, ensuring job descriptions are current and consistent, revising or requesting revisions as needed.
Partner with the HR team to ensure job descriptions are complete, current, and accurate.
Participate in Annual AAP Compliance, ensuring accuracy of data and partnering with Legal and the HR Team to investigate inequities.
Work with the Director, Total Rewards, and other HR team members to develop effective compensation and recognition strategies to support strategy and outcomes.
Develop and deliver effective communications for all compensation and recognition programs and policies, including email, articles, face-to-face, and video/teleconference.
Track incentive performance against plan/budget, providing required accruals and adjustments to Finance; monitor budget and report variances.
Manage and ensure successful implementation of projects by working collaboratively with a cross-section of internal stakeholders.
Assist with developing, improving, maintaining, and implementing Compensation’s policies, practices, and structure.
Together with the Director, Total Rewards, oversees the activities of outside business partners and vendors.
What You Bring to the Table:
Bachelor’s degree in a related field of study from an accredited college or university; will consider a combination of experience and/or education.
Ideally, 5+ years of progressive employee compensation programs experience.
Proven experience in the analysis, design, and administration of compensation programs, including management of short and long-term incentive programs.
Experience managing large datasets and using data aggregators (MarketPay or PayScale).
Experience in the collection, analysis, and determination of market salary and total compensation data.
Experience conducting market analysis, preferably using Mercer and/or Wills Towers Watson surveys.
Trusted steward of highly confidential data.
Highly flexible, with the ability to seamlessly transition between working independently and collaborating with others.
Solid organization skills and dedication to quality and attention to detail.
Commitment to consistently adhere to policies and procedures and be a positive example for others by demonstrating the Company’s core values of Respect, Accountability, Innovation, Safety, and Excellence in completing work assignments.
Self-motivated, have a phenomenal work ethic and looking for the right company to support your growth.
Got Extra to Bring?
Human Resources or Compensation experience within the Oil and Gas industry.
HR or Compensation experience within the Oil and Gas industry.
Experience with administering compensation programs using Advanced Compensation.
Knowledgeable of Finance and the impact Compensation has on financial statements.
Leading company-wide processes (merit and bonus), managing transformational initiatives, and implementing a new HR/compensation system.
Experience using JDXpert.
Experience writing Macros.
Experience in consulting.
Certified Compensation Professional (CCP), Professional in Human Resources (PHR), and/or SHRM Certified Professional (SHRM-CP).
TRC Talent Solutions is proud to be an Equal Opportunity Employer (EOE). All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, protected veteran status, disability status, sexual orientation, gender identity or expression, marital status, genetic information, or any other characteristic protected by law.
