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22-64394 -Compensation Advisor (Hybrid)
SDG&E is an innovative San Diego-based energy company that provides clean, safe and reliable energy
to better the lives of the people it serves in San Diego and southern Orange counties. The company is
committed to creating a sustainable future by providing its electricity from renewable sources;
modernizing natural gas pipelines; accelerating the adoption of electric vehicles; supporting numerous
non-profit partners; and, investing in innovative technologies to ensure the reliable operation of the
region’s infrastructure for generations to come. SDG&E is a subsidiary of Sempra Energy (NYSE: SRE).
Our highly trained and responsive employees with their diverse skills, talents and ideas are the reason we
can deliver on our commitment and are building America’s best energy company. They are also the
reason why we have been recognized with the industry’s most coveted awards. Our employees
undertake challenging work, and receive highly competitive compensation and benefits. As one of the
region’s largest employers, we’re always searching for talented and bright people to join our team. After
all, it takes the best to build the best. Learn more about benefits HERE.
Diversity and inclusion are core values of SDG&E. Empowering our employees to be their whole selves at
work is our competitive advantage. This is where new ideas come from and meaningful collaboration gets
an authentic start. By bringing together people with different perspectives, diverse backgrounds and real
commitment to their own individuality, we have built a stronger business. Learn more about our
commitment to diversity and inclusion HERE.
For more information, visit SDGEnews.com or connect with SDG&E on Twitter (@SDGE),
Instagram (@SDGE) and Facebook.
Provides consulting services regarding compensation policy and pay practices. Administers the
company's pay philosophy, programs as well as analyzes compensation data and trends.
Duties and Responsibilities
Consults with business clients and Human Resources. Supports major compensation initiatives.
Conducts comprehensive and often complex analyses of current compensation program
components, and recommends changes based on strategic direction of company. Provides
compensation analysis related to labor negotiations. Works with Corporate Compensation and
Human Resources regarding compensation issues to ensure internal equity. Consults and
advises Human Resources regarding compensation policy interpretation, offers, and market
analysis evaluation. Participates in salary surveys, collects data and analyzes results to monitor
market competitiveness in support of talent acquisition and retention to aid in making informed
pay decisions. Makes recommendations and provides guidance regarding compensation policies
and procedures to ensure equitable and competitive pay delivery to employees. Reviews and
audits compensation policies and programs. Conducts and coordinates compensation training
programs to provide management with tools to make informed pay decisions.
Incentive Compensation Planning. Consults with business units in the design, implementation,
and audit of new incentive plans .Assists with the communication and delivery of incentive pay,
including quarterly updates on incentive plan goals (e.g., operational, financial). Supports HR
clients through the incentive pay process .Develops process for gathering employee data used to
calculate payments .Reviews overall incentive pay budgets.
Salary Planning Program. Consults with business units in the design, implementation, and audit
of salary planning administration. Supports HR clients through the Salary Planning processes.As
part of the compensation team, assists with the communication materials for salary planning.
Ensures integrity of data used in determining salary increases. Provides input to ensure HR
system capabilities are able to support the process. Reviews overall business unit salary budgets
within budgetary constraints.
Provides guidance in position reviews to ensure appropriate level salary recommendations,
including internal equity considerations. Provides total compensation analysis for key positions to
attract, retain, and stay competitive in the market. Evaluates FLSA exemption status to minimize
wage and hour issues and company liability. Supports clients in developing job descriptions used
in talent acquisition/retention, employee development, succession planning, and performance
Performs other duties as assigned (no more than 5% of duties).
Bachelor's Degree Business Administration, Human Resources, or related field or equivalent
training and experience.
2-3 years - Relevant experience, preferably in the analysis of data, trends, and/or administration
of HR programs.
Compensation experience is preferred.
Skills and Abilities
Working knowledge of Wage and Hour Laws strongly preferred.
Ability to maintain highly confidential information in a professional manner.
Familiarity with compensation practices and structures, including in a union environment
Self-starter with strong analytical ability to proactively identify opportunities and take initiative to
Excellent client skills with the ability to interact with employees at all levels within the
Strong verbal and written communication skills.
Strong analytical abilities; detail-oriented, with a high level of accuracy and the ability to detect
inconsistencies in data.
Very detail oriented, with a high level of accuracy and the ability to detect inconsistencies in data.
Ability to exercise judgment and to make recommendations independently.
Strong Microsoft Office skills, including Excel and PowerPoint required.
Requires ability to utilize Human Resources Information systems, including extracting and
analyzing data, system testing, and participating in gathering requirements.
Ability to adapt to changing priorities and work on multiple projects while meeting deadlines.
Licenses and Certifications
Certified Compensation Professional (CCP) desirable.
Must reside in Southern California or be willing to relocate upon hire.