Executive Compensation Representative III - IV
FirstEnergy · Akron · $3,780/month (stated in the posting)
FirstEnergy at a Glance
We are a forward-thinking electric utility powered by a diverse team of employees committed to making customers’ lives brighter, the environment better and our communities stronger.
FirstEnergy (NYSE: FE) is dedicated to safety, reliability, and operational excellence. Headquartered in Akron, Ohio, FirstEnergy includes one of the nation's largest investor-owned electric systems, more than 24,500 miles of transmission lines that connect the Midwest and Mid-Atlantic regions, and a regulated generating fleet with a total capacity of 3,780 megawatts.
The position is in Human Resources within the Executive Compensation group and reports to the Manager, Executive Compensation & Retirement Programs. It may be located at the Corporate Headquarters in Akron, Ohio, Greensburg, Pennsylvania or Reading, Pennsylvania. The position is responsible for performing various business-related activities to support the Executive Compensation department. The Executive Compensation team is responsible for designing and providing competitive base pay and incentive programs in order to attract, motivate, retain and reward executives aligned with the compensation philosophy and help drive the Company’s success. This position partners with the business units to ensure that programs support their objectives by helping to attract and retain key and critical talent.
Responsibilities include:
- Supports the administration of equity award programs (performance- and time-based RSU and RSA) under FirstEnergy's Long-Term Incentive Program (LTIP)
- Supports the Executive Deferred Compensation Plan (EDCP), including the plan administration, policies and guidelines for deferrals of base salary, FirstEnergy's Short-Term Incentive Program (STIP), and FirstEnergy's LTIP
- Supports the development, design and preparation of materials for the FirstEnergy’s Compensation Committee of the Board of Directors
- Supports the preparation of the annual proxy statement (Compensation Discussion & Analysis and related SEC tables)
- Compiles data in preparation for retirements (projections and actual retirements), including data requests from external financial providers
- Reviews and supports calls from current and former employees with questions on the executive compensation programs, beneficiary changes and/or account distributions
- Consulting with business unit leaders on executive compensation practices and processes
- Preparing and delivering compensation-related presentations to executives within the company
- Providing project management and analytical support in key executive compensation special projects
- Preparing various ad-hoc reports and statistics for the company's compensation programs and initiatives, which may include performing complex reporting and analysis functions
- Monitoring and conducting research on executive compensation trends, including proxy analysis
- Ability to lead the analysis of executive compensation and benefit surveys to ensure competitiveness with the external market
- Serving as a thought leader in the group
- Recommending process improvements as well as recommending and implementing solutions to more complex compensation issues to drive change across the organization
- Working knowledge of the administration of equity award programs under Fidelity is a plus
- Working knowledge or familiarity of Code Section 409A is a plus
Qualifications at the HR Rep III level include:
Bachelor's degree in Accounting, Finance, Audit, or related discipline with a minimum of 4 to 7 years relevant work experience or, in lieu of a degree, a minimum of 7 years of relevant work experience. Relevant work experience will include the demonstrated ability to:
Demonstrated proficiency in job skills required to perform in defined business role.
Applies understanding by generalizing conceptual knowledge to determine ways to solve routine challenges.
Effectively influences and exercises independent judgment on basic projects and assignments and starts to recognize greater implication to unrelated business operations and/or processes.
Requires a lesser degree of management oversight.
Proficient written and oral communication skills with the ability to tailor messaging and effectively and concisely communicate concepts.
Proficient knowledge/use of Microsoft Office tools including Excel (high degree desired), PowerPoint, and Word.
Proficient analytical and quantitative skills with demonstrated ability to proactively identify challenges or roadblocks, gather and analyze relevant information while furthering understanding of the topic/issue, develop solutions, and present recommendations.
Proficient knowledge of section operations and fundamental knowledge of department operations.
Proficient work management skills; ability to independently organize, manage and prioritize multiple work assignments.
Demonstrates proficiency in working with management and peers internal and external of the department. Ability to support established relationships and interface with external parties while maintaining core business objectives.
CCP or CECP certification preferred
Understand the connections between the various areas in HR.
Demonstrated ability working closely with executives is a plus, but not required
Experience with Code Sections 162(m), 409A and 280G as well as Accounting for Share-based Payments (ASC718) is a plus, but not required
Willingness to work extended hours in first quarter and as required
Qualifications at the HR Rep IV level include:
Bachelor’s degree in Accounting, Finance, Audit, or related discipline and minimum of 7-10 years relevant work experience required or, in lieu of Bachelor’s degree, a minimum 10 years relevant work experience required. Relevant work experience will include the demonstrated ability to:
Career level individual exhibiting full level competency.
Recommends and implements solutions to complex issues and assignments and develops process improvements and efficiencies aligned with the big picture.
Effectively manages projects with a sense of ownership and thoroughness.
Possesses strong skills and knowledge, provides leadership on initiatives and projects, and is viewed as an informal leader to peers.
Ability to perform in an independent manner with minimal oversight of supervision.
Advanced written and oral communication skills with the ability to effectively tailor messaging and communicate complex concepts.
Advanced knowledge/use of Microsoft Office tools including Excel (high degree desired), PowerPoint, and Word.
Advanced analytical and quantitative skills with demonstrated ability to proactively identify complex challenges or roadblocks, gather and analyze relevant information while furthering understanding of the topic/issue, develop solutions, make results-driven recommendations, interpret results, and improve solutions.
Advanced knowledge of section operations and proficient knowledge of department operations.
Advanced work management skills; expert organizational skills and the ability to manage and prioritize multiple work assignments. Ability to assume additional responsibilities and stretch workload capacity without affecting quality of work or customer service.
Demonstrates advanced ability to work with management and peers internal and external of the business unit; provides mentoring and onboarding. Ability to develop mutually beneficial relationships and interface with external parties. Communicates with and effectively supports Company leadership, at all levels of the organization.
CCP or CECP certification preferred
Understand the connections between the various areas in HR.
Demonstrated ability working closely with executives is a plus, but not required
Experience with Code Sections 162(m), 409A and 280G as well as Accounting for Share-based Payments (ASC718) is a plus, but not required
Willingness to work extended hours in first quarter and as required