Director Compensation Jobs

AltaLink powers Alberta. Ourtransmissionlines deliver electricity to millions of Albertans 24 hours a day, seven days a week.When you are on our team, you aresupporting our province’s homes, farms, businesses, and industries by providing safe,reliable,andcost-effectiveservice. Whether working in the field or in the office, everyAltaLinkercontributes to keeping the lights on.

Owned by Berkshire Hathaway Energy, AltaLink is part of a global group of companies that delivers sustainable electricity and utility services to customers worldwide. At AltaLink, we do everything in our power to attract and keep top-notch professionals.Our exceptional customer service, commitment to the environment, and world-class safety record makes us a leader in our industry.

Today, thetransmission systemis more important than ever.As we connectnew sources of renewable energy to the gridand support Alberta’s energy transition to net-zero emissions,AltaLink’stransmission systemisthe backboneof thechanging electricitysystem. With our head office in Calgary, andregional officesinGreaterEdmonton,Red Deer, and Lethbridge,we have central and southern Alberta covered.

We offer work with purpose, opportunities for development, and work life balance.Join our team!

Summary:

Reporting to the Senior Vice President (SVP), Human Resources (HR), the Director, Compensation is responsible for providing support in the analysis, modeling, implementation and administration of compensation programs and processes that align with the organizations’ overall compensation philosophy. In addition, this position will be the business lead for HR for all administrative filings.

Compensation Responsibilities:

• Champions timely and robust data collection and analysis processes that support market and pay equity.
• Leads and supports annual and ad hoc compensation and/or total rewards projects as required.
• Provides ad hoc compensation advice and recommendations to internal customers and HR for broad based compensation programs, including non-union salary reviews, incentive pay programs, bonus awards, salary offers, promotions, acting pay, non-union job evaluations, engineering progression, etc.
• Provide leadership, coaching and support to a small team of direct reports as well as the broader HR team.
• Leads Executive Compensation practices and processes.
• Ensures compensation programs enable employee attraction and retention and remain within budgetary constraints.
• Collaborate, share best practices and participate in relevant HR initiatives with affiliate companies within Berkshire Hathaway Energy
• Leads work on the organization strategy, development, and execution of non-union compensation.
• Directs, designs and plans compensation policies, objectives, and initiatives and administration of new and/or revised compensation programs.
• Oversees the collection of salary and incentive survey data to ensure the organization’s compensation program/objectives are competitive.
• Provides compensation support to SVP in preparation and attendance at Human Resources Governance (HRG) committee Board meetings.
• Plans and administers incentive programs and executive programs that drive sustainable company performance.
• Supports HR compensation team with monitoring external regulatory, competitive practices and benchmarks, networking with peers at other companies and formal/ad hoc salary survey participation including overseeing the preparation of survey submissions, analysis of results, formulating preliminary recommendations regarding market and structure movement and associated adjustments needed to base or incentive compensation.

General Tariff Application Responsibilities:

• Ongoing planning and analysis during off cycle time periods, including process enhancements, data collection and analysis, and strategic planning.
• In partnership with the Law and Regulatory Team, be the HR subject matter expert and business lead in all regulatory matters including developing, drafting, and defending evidence on the HR section of the General Tariff Application (GTA) including justification of staffing levels, base pay, salary escalation, incentive pay, pension and benefits. This includes creating the application, responding to intervenor information requests, acting as the HR witness in oral hearings, and creating the HR section of argument and reply.

Qualifications:

• Able to manage multiple priorities in a complex and dynamic environment.
• Prior experience with job evaluation and understanding of job architecture concepts.
• Experience in a unionized environment will be considered an asset.
• Strong leadership capability with proven ability to effectively lead compensation.
• Advanced proficiency with a variety of software packages including Outlook, Word, Excel, PowerPoint, and ERP software (e.g., SAP).
• Demonstrated problem solving, decision making, and change management skills.
• Strong experience and demonstrated abilities in business financial acumen.
• Experience in the regulated utility industry will be considered an asset.
• Proven track record of relationship building with all levels of employees up to and including Executive.
• Proven experience in the analysis of large amounts of data and implementing appropriate checks and peer review.
• A minimum of 15 years of progressively responsible experience in Business or Human Resources, including a minimum of 7 years in compensation.
• CHRP designation will be considered an asset.
• Experience coaching, mentoring, and developing individuals and effective teams.
• Proven ability/experience in the above noted responsibilities.
• Proven track record of excellent performance and attendance.
• Previous experience as a hearing witness or with similar regulatory proceedings an asset.
• Post-secondary degree in Business, HR, Finance, or related field.
• Effective communication (oral, written and presentation) and interpersonal skills to interface with team members and customers to promote positive outcomes.
• Ability to handle confidential information with integrity and professionalism.
• Specialized knowledge of, and experience in, compensation philosophies/principles, programs, processes, and best practices.
• Previous regulatory application experience in developing the HR strategy and requirements; and the ability to provide direction to the HR team to ensure a robust and defensible application would be an asset.

Notes:

AltaLink employees should be aware that we may contact your manager during the selection process.Some positions may require job specific assessments, regular criminal record checks, additional AltaLink training, medical assessments, annual drivers abstract, and drug tests.Please contact the Hiring Manager or Recruiter for further clarification if required.

We thank all candidates for their interest in a career with AltaLink, however, only candidates being considered for an interview will be contacted.

When you submit a job application to AltaLink, it will be accessible to AltaLink personnel involved in AltaLink’s hiring processes and the information will be used for recruitment. In addition, AltaLink relies on qualified third parties to assist in the hiring process and your information may be provided to them for this purpose.By submitting your job application, you agree to the use of your personal information for these purposes.

At AltaLink, we celebrate diversity and inclusion. We are committed to fair employment practices, and all qualified applicants will receive consideration for employment regardless of race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, family status, source of income, sexual orientation or any other category protected by applicable provincial or federal law.