Compensation Lead

Job Posting End Date

03-03-2025

Please note the job posting will close on the day before the posting end date

Job Summary

The Compensation Lead is responsible for leading, developing, implementing, and administering broad-based compensation programs for the company, including base pay and incentive plans. This role collaborates with the VP of Total Rewards to develop and promote the overall compensation strategy, providing effective consultation and comprehensive communication to leaders and employees. The Compensation Lead also supports regulatory recovery of compensation expenditures through written and direct testimony and rate case support.

Job Description

Key Responsibilities:* Program Development: Lead the development and administration of compensation programs, including base pay, wage schedules, short and long-term incentive plans, and employee recognition programs.

Essential Job Functions:* Compensation Plan Design: Lead the design, development, and administration of compensation plans.

MINIMUM REQUIREMENTS: Education:* Bachelor's Degree in business administration, human resources management, industrial management or a related discipline.

Experience:* Eight (8) years of compensation experience; three (3) years of leadership or supervisory experience. Expert technical knowledge, including wage and hour laws, and analytical skills.

OTHER REQUIREMENTS:* World at Work designation as a Certified Compensation Professional (CCP) preferred. Strong consulting, interpersonal and communication skills.

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Compensation Data

Compensation Grade:

SP20-010

Compensation Range:

$132,562.00-172,331.00 USD

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It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all aspects of the employer‐employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex, age, national origin, ethnicity, ancestry, veteran or military status, disability, genetic information, sexual orientation, gender identity, or any other basis prohibited by applicable law. When required by law, we must record certain information to be made part of an Affirmative Action Plan. Applicants for employment may also be invited to participate in the Affirmative Action Program by self-identifying their Race or Ethnic Identity.