Compensation Analyst, I, II or Sr

Provides oversight and execution on ETR’s base pay programs. Administers the day-to-day tasks of managing compensation programs, policies and procedure. Key responsibilities:

Job Evaluations.

Performs routine audits to analyze data and ensure compliance.

Participate in various third-party annual compensation surveys used to establish market reference values.

Conducts job pricing and analysis for new jobs and for existing jobs effected by organization changes.

Manages the market data for Entergy’s internal system as well the external data system.

Conducts internal and external market data analysis and prepare annual compensation recommendations for areas such as merit and structure movement to ensure desired competitive market position is maintained.

Provide oversight for Compensation’s responsibilities in the Organization Change Request Process.

Provides oversight for the annual compensation cycle: including data management and pre-season compensation cycle planning.

Assists with managing vendor administration/relationships and works with vendors, as well as other ETR groups (e.g., Treasury) throughout the year to support various programs.

Reviews vendor invoices for accuracy. Ensures vendor is meeting contractual obligations. Vendors include: Market Pay, Online Rewards, Computershare, Wells Fargo and T. Rowe Price.

Oversees compliance monitoring: Ensures legal compliance. Oversees execution of SOX testing Works with auditors as necessary to provide the information they need to monitor the accuracy of the plan administration.

Provides support for rate cases with data analysis. Support Request for Information (RFIs) as needed. Supports contract negotiations as needed. Supports M&A work as directed.

Provides support for various initiatives such as FLSA review, pay analysis, pay compression analysis. Interfaces with other corporate functions (Business Partners, HRO, Employment, Labor and SEC Legal, Accounting, Finance, Payroll, IT, etc.) to ensure compensation components are administered accurately.

Executive Compensation: Performs analysis and prepares draft summary presentations on various executive and/or other compensation programs. Includes the preparation of data to be used by executive compensation consultant. Supports the design, implementation and administration of individual and group retention related programs and ensures timely and accurate payments. Assists with program governance. Works with auditors, reviews 10K, 10Q, Proxy, CD&A, etc. Reviews and provides data for 10K/Q, Proxy, CD&A etc. Reviews and updates department procedures as needed.

Minimum education required of the position:
Bachelor’s Degree strongly preferred (Math, Finance, Accounting, Business Administration, Human Resources, or related field) or equivalent work experience. MBA or graduate level degree desired.

Minimum experience required of the position:
HR I – 0-3 years of relevant HR experience with a bachelor’s degree; 6+ years of relevant HR experience without a bachelor’s degree.

HR II – 4-5 years of relevant HR experience with a bachelor’s degree; 8+ years of relevant HR experience without a bachelor’s degree.

Sr HR – 6+ years of relevant HR experience with a bachelor’s degree; 10+ years of relevant HR experience without a bachelor’s degree.

Desired experience

5+ years of analytical experience – Financial, Accounting.

Minimum knowledge, skills and abilities required of the position:

Strong analytical, problem-solving, and organizational skills a must. Strong attention to detail, accuracy, and data integrity.. Excellent verbal and written communications skills. Ability to work with minimum supervision as well as with a team. Ability to handle multiple and time sensitive projects. Ability to confidentially manage sensitive records of the company. Working knowledge of MS Office including Word, Excel, Access and PowerPoint Experience with PeopleSoft HRIS applications and COGNOS. Proficient in HRIS applications including reporting and data entry. Knowledge of company policies, practices and procedures.

EEO Statement: The Entergy System of Companies provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a protected veteran in accordance with applicable federal, state and local laws. The Entergy System of Companies complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment including, but not limited to, recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

The Entergy System of Companies expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of the Entergy System of Company employees to perform their expected job duties is absolutely not tolerated.

Entergy provides reasonable accommodations for online applicants. Requests for a reasonable accommodation may be made orally or in writing by an applicant, employee, or third party on his or her behalf.

Additional Responsibilities: As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.

Pre-employment Testing: One way that Entergy has found to identify and assess the abilities and skills needed for certain jobs is through pre-employment testing. If this position does require an EEI test, the type of test will be located under the qualifications section of the job posting. If you are invited to a test session, we strongly recommend you review and complete the practice test as well as review the testing brochure for your respective test. The test brochure will give you critical information on the test such as time allocated and number of questions. Also, keep in mind that the actual test is timed; you should practice timing yourself while doing the practice tests. The practice test information and test brochures can be located by going to the EEI website, http://www.eei.org/practicetests , Logon ID: entergy, password: practice test (2 words).

In addition to EEI testing there is also Fit-for-Duty testing which will identify and assess the abilities and skills needed for certain jobs. If this position does require Fit-for-Duty testing, the type of test will be located under the qualifications section of the job posting.