Sr Executive Compensation Mgr

Job Description

Description

We're powering a cleaner, brighter future.

Exelon is leading the energy transformation, and we're calling all problem solvers, innovators, community builders and change makers. Work with us to deliver solutions that make our diverse cities and communities stronger, healthier and more resilient.

We're powered by purpose-driven people like you who believe in being inclusive and creative, and value safety, innovation, integrity and community service. We are a Fortune 200 company, 19,000 colleagues strong serving more than 10 million customers at six energy companies -- Atlantic City Electric (ACE), Baltimore Gas and Electric (BGE), Commonwealth Edison (ComEd), Delmarva Power & Light (DPL), PECO Energy Company (PECO), and Potomac Electric Power Company (Pepco).

In our relentless pursuit of excellence, we elevate diverse voices, fresh perspectives and bold thinking. And since we know transforming the future of energy is hard work, we provide competitive compensation, incentives, excellent benefits and the opportunity to build a rewarding career.

Are you in?

This position's location is flexible, but proximity to the Chicago, IL headquarters is preferred.  Other locations that will be considered include but are not limited to: Baltimore, MD, Philadelphia, PA and Washington DC.

In this role you will:

• Lead executive compensation program design, delivery, and execution to meet program scope and expectations. Provide continual tracking and analysis of performance to ensure program success. Improve executive compensation procedures, policies and controls to ensure compliance with all reporting requirements.
• Manage long-term incentive grant (both equity and cash programs) from start to completion.
• Collaborate with various stakeholders (accounting, finance, payroll, investor relations, public relations and legal) to coordinate and integrate plans to ensure effective program execution and that programs are communicated effectively both internally and externally.
• Manage development of Compensation Committee of the Board of Directors materials, interfacing with key internal and external stakeholders as needed.
• Compensation lead on the development of all executive compensation tables for the Compensation Discussion & Analysis (CD&A) section of the Proxy. Partner with the Vice President of Compensation on writing the narrative for the CD&A and the corresponding footnotes for the executive compensation tables.
• Develop shareholder outreach compensation talking points in support of meeting with top institutional investors.
• Develop communication deliverables including training materials, presentations, and written communications to stakeholder audiences.
• Remain current on all SEC regulations ensure compliance.
• Manage the annual market pricing of all senior management roles, interfacing with the independent compensation consultant to the Compensation Committee as needed.
• Significant knowledge of executive compensation best practices and policies of Proxy advisory firms ISS and Glass Lewis.
• Candidate will thrive in a fast-paced company and quickly adapt to new concepts and situations.

JOB SCOPE

This job reports to the Vice President Compensation and works under minimal direction with considerable latitude for unreviewed decisions. The incumbent uses independent judgment to identify issues, trends & problems, and to recommend action plans, evaluate results, and present to management in a timely manner. One impacts and influences the development, execution and achievement of enterprise-wide goals, objectives, and results. Work is varied and very complex, requiring the incumbent to utilize in-depth knowledge, advanced problem-solving skills and an understanding of company priorities to achieve results and handle non-routine issues by following broad policy or precedent. The incumbent participates in planning processes at major project and departmental levels and may participate in these processes periodically at the corporate level. As such, the incumbent has access to sensitive insider information. Work leadership is indirect and is generally at the project management level with input to people management review for those who do not directly report. The incumbent works closely on a regular with internal and external sources to complete objectives, keeping the needs of external and internal customers as a priority when making decision and taking action. This job requires ongoing collaboration with the Director as well as with the Vice President; other company Directors, Compensation; and counterparts in the organization to ensure appropriate operational support and coordination of objectives

Qualifications

MINIMUM QUALIFICATIONS

• Bachelor’s Degree in Human Resources, Finance, Business, or related field. 
• 10+ years of experience including 5+ years of relevant experience managing executive compensation program (ideally with Fortune 500 companies).
• Strong program management, highly analytical and attention to detail.
• Ability to build and maintain strong relationships with key business partners to drive initiatives.
• A high amount of initiative to be a self-starter and work independently while also working in a team environment.
• Strong organizational skills with the ability to prioritize numerous projects simultaneously with attention to detail, urgency, focus and discipline.
• Excellent communication skills with ability to interact with and build relationships with key internal and external stakeholders.
• Microsoft Office and advanced Excel skills required.
• Knowledge of HRIS systems (Oracle preferred).

PREFERRED QUALIFICATIONS

• Professional certification(s) as CECP, CCP, PHR, SPHR
• Master's degree in HR or related field.
• Expertise in industry best practices
• Experience in project based people-management and formulating/implementing business/ action plans