Dir Compensation

General Summary of Job Responsibilities

The Director, Compensation is responsible for the leadership and management of compensation programs for Consumers Energy & CMS Energy and will work closely with Human Resources Leadership on specialized areas such as executive rewards, equity design, equity plan administration, and proxy disclosures. The incumbent will provide leadership to teams that are accountable for the continuous development, design, implementation, communication and maintenance of all compensation programs. Serves as a strategic advisor to leadership on prevailing compensation practices and labor market conditions. Incumbent will partner with payroll, legal, people & culture, finance and senior leadership to advise on Executive Compensation programs, practices, and policies. The Director will also support the incentive compensation rate case witness with testimony, exhibits and discovery questions. 

Essential Duties and Responsibilities

• Compensation Program Design. Direct the design of compensation programs that align with Consumers Energy's strategic objectives, culture and values. Develop policies, procedures and practices to ensure effective administration, equitable application and interpretation of compensation policies, programs and practices. On an annual basis provide recommendations for fiscal year salary program that reflects the company's business priorities and changing market goals. Provide consultative advice, counsel and guidance to Compensation staff, Human Resources Staff, and leadership on matters related to compensation. Develops and administers the organization-wide salary expense budget and controls expenses at approved levels. Effectively and equitably allocates budget using objective market analysis framework
• Compensation Administration. Direct job evaluation and classification processes. Ensure consistency and quality in job evaluations, classifications, position descriptions and salary recommendations. Responsible for ensuring that Consumers Energy's compensation policies and practices comply with local, state, and Federal laws and regulations (for example, FSLA, Department of Labor). Direct the development of compensation communication programs in conjunction with Co-worker Connections team to ensure understanding and awareness by coworkers and leaders. Partner with business executives and Human Rerocues Business Partners to develop and implement programs that maintain alignment with organizational objectives but allow for meeting unique needs at the business level.
• Assist in the administration of non-officer reward programs such as spot awards and retention agreements.
• Aligns with stakeholders on tracking and disclosure of social policies and practices in support of 3rd parting rating institutions on social governance.
• Strategic Planning. Develops strategies and programs that enable Consumers Energy & CMS Energy to effectively compete for and retain talented human capital in support of its goal to provide World Class Performance Delivering Home Town Service. Help drive forward strategic compensation framework: pay for performance, market based compensation with a focus on cost containment.
• Executive & Incentive Compensation. Review officer compensation program designs including base salary, annual incentives and long-term incentives. Complete competitive market analysis for the executive population, annually, and present results to CEO. Oversee preparation of materials for the Compensation Committee and the Board of Directors Administer the terms and conditions (grants, vesting, forfeiture, audits) of the company's unvested stock. Including Forecast annual budgets for share usage/burn rate and related stock-based compensation expense; monitor performance conditions and stock ownership requirements. Draft the annual proxy statement including, but not limited to, the Compensation Discussion and Analysis (“CD&A”), Summary Compensation Table, termination tables for the named ex
• Develop testimony, exhibits and responses to rate case requirement as the incentive compensation witness. Testify as needed.
• Other duties as assigned or may be necessary

Knowledge/Skills/Abilities

• Excellent verbal and written communication skills with the ability to comfortably handle difficult conversations.
• Excellent organizational skills and attention to detail
• Strong analytical and problem-solving skills.
• Ability to adapt to the needs of the organization and employees.
• Advanced knowledge of Microsoft Office Suite (Excel, Outlook, PowerPoint, and Word)
• Knowledge of Human Resource Management software (SuccessFactors), Preferred
• Demonstrated success in translating organizational objectives into total rewards strategies and executing strategies to deliver business results
• Ability to establish strong partnerships with internal customers to ensure a high level of customer service and relationship building.
• Experience working cross functionally with key stakeholders across an organization, managing relationships and organizational change dynamics with discretion and tact.
• Strong business acumen and financial literacy

Education/Experience

• Bachelor's degree in Human Resources Management, Business Administration, or other related area and 10+ years of progressive experience in functional areas such as Compensation, Executive Compensation, Incentive compensation. Leadership experience, in depth expertise designing innovative compensation and benefits models across different employee segments and have experience with executive compensation program design and governance. Success in creating and articulating complex strategies and plans to both executive management and peers. Experience with Executive and Board Compensation. 

• [OR] Associate's degree in Human Resources Management, Business Administration, or other related area and 12+ years of progressive experience in functional areas such as Compensation, Executive Compensation, Incentive compensation. Leadership experience, in depth expertise designing innovative compensation and benefits models across different employee segments and have experience with executive compensation program design and governance. Success in creating and articulating complex strategies and plans to both executive management and peers. Experience with Executive and Board Compensation. 

• [OR] High School diploma and 14+ years of progressive experience in functional areas such as Compensation, Executive Compensation, Incentive compensation. Leadership experience, in depth expertise designing innovative compensation and benefits models across different employee segments and have experience with executive compensation program design and governance. Success in creating and articulating complex strategies and plans to both executive management and peers. Experience with Executive and Board Compensation. 

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