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Dir Compensation
About the position
The Director, Compensation leads and manages compensation programs for Consumers Energy and CMS Energy, working with Human Resources leadership on executive rewards, equity design and administration, and proxy disclosures. The position leads teams responsible for the development, design, implementation, communication, and maintenance of compensation programs, and advises leadership on compensation practices and labor market conditions. The Director partners with Payroll, Legal, People & Culture, Finance, and senior leaders on executive compensation programs, practices, and policies, and supports incentive compensation rate case proceedings with testimony, exhibits, and discovery responses. This is a hybrid position with required onsite work Monday, Tuesday, and Thursday at the One Energy Plaza headquarters in Jackson, Michigan. The selected candidate must live within commuting distance or be willing to relocate; relocation assistance is available to those who qualify. The position is not eligible for current or future immigration sponsorship, including H-1B or TN, and is not eligible for CPT, OPT, or STEM OPT employment. The role directs compensation program design and administration, including salary planning and budgeting, job evaluation and classification, compliance, compensation communications, and business-specific programs. It develops strategies to attract and retain talent through market-based, performance-focused compensation while controlling costs. The Director also oversees executive and incentive compensation, including competitive analysis, Board and Compensation Committee materials, stock awards and related budgets, and annual proxy statement disclosures.
Responsibilities
- Direct the design of compensation programs aligned with company strategy, culture, and values.
- Develop policies, procedures, and practices for effective, equitable compensation administration and interpretation.
- Recommend the annual fiscal-year salary program based on business priorities and market conditions.
- Advise Compensation staff, Human Resources staff, and leadership on compensation matters.
- Develop and administer the organization-wide salary expense budget and allocate it using objective market analysis while maintaining approved expense levels.
- Direct job evaluation and classification processes and ensure consistency and quality in evaluations, classifications, position descriptions, and salary recommendations.
- Ensure compensation policies and practices comply with applicable local, state, and federal laws and regulations.
- Direct compensation communications in partnership with the Co-worker Connections team.
- Partner with business executives and Human Resources Business Partners to implement programs that meet organizational objectives and business-specific needs.
- Assist with administering non-officer reward programs, including spot awards and retention agreements.
- Coordinate with stakeholders on tracking and disclosure of social policies and practices for third-party rating institutions.
- Develop strategies and programs to attract and retain talent, advancing market-based, pay-for-performance compensation while containing costs.
- Review executive compensation designs, including base salary, annual incentives, and long-term incentives.
- Conduct annual competitive market analysis for executives and present results to the CEO.
- Oversee preparation of materials for the Compensation Committee and Board of Directors.
- Administer unvested stock terms and conditions, including grants, vesting, forfeiture, and audits; forecast share usage and stock-based compensation expense; and monitor performance conditions and stock ownership requirements.
- Draft the annual proxy statement, including the Compensation Discussion and Analysis, Summary Compensation Table, and termination tables for named executives.
- Develop testimony, exhibits, and responses for rate case requirements as the incentive compensation witness, and testify as needed.
- Perform other duties as assigned or necessary.
Requirements
- Bachelor's degree in Human Resources Management, Business Administration, or a related area and 10 or more years of progressive experience in compensation, executive compensation, or incentive compensation; or an associate's degree in one of these areas and 12 or more years of such experience; or a high school diploma and 14 or more years of such experience.
- Leadership experience and in-depth expertise designing compensation and benefits models across different employee segments.
- Experience designing and governing executive compensation programs, including experience with Executive and Board Compensation.
- Success creating and articulating complex strategies and plans to executive management and peers.
- Excellent verbal and written communication skills, including the ability to handle difficult conversations.
- Excellent organizational skills and attention to detail.
- Strong analytical and problem-solving skills.
- Ability to adapt to organizational and employee needs.
- Advanced knowledge of Microsoft Office Suite, including Excel, Outlook, PowerPoint, and Word.
- Demonstrated success translating organizational objectives into total rewards strategies and executing them to deliver business results.
- Ability to build strong internal partnerships and provide a high level of customer service.
- Experience working cross-functionally with stakeholders, managing relationships and organizational change dynamics with discretion and tact.
- Strong business acumen and financial literacy.
- Must be able to work onsite in Jackson, Michigan, Monday, Tuesday, and Thursday, and be within commuting distance or willing to relocate.
- Must not require current or future immigration sponsorship; CPT, OPT, and STEM OPT employment are not eligible.
Nice-to-haves
- Knowledge of the SuccessFactors human resources management software.
Benefits
- Medical, dental, and vision coverage.
- 401(k) with company match.
- Paid parental leave.
- Up to 13 paid holidays.
- Paid time off.
- Educational Assistance Program.
- Competitive compensation packages.
- Relocation package for candidates who qualify.
