Energy Transfer , recognized three years running by Forbes as one of America's best large employers , is dedicated to responsibly and safely delivering America's energy . We are driven to inspire our employees to create superior value for our customers, our investors, a sustainable future and giving back to the community where w e have long-standing commitments to causes including MD Anderson Children's Cancer Hospital, The Salvation Army, American Heart Association, Ronald McDonald House and many more. Come join our award winning 10,000 strong organization as we fuel the world and each other!
We offer industry leading compensation, benefits, 401(k), PTO, and will pay for your relocation to Dallas, Texas.
Summary: The Analyst - Compensation position is an entry to intermediate level compensation position reporting into the Director - Compensation. The successful candidate should be comfortable working in a dynamic, market-based pay environment. This is an excellent opportunity for a recent college graduate or someone with some experience in compensation to join one of the largest and most diversified midstream MLP's in the world.
Essential Duties and Responsibilities: Complete offer recommendations using survey data and internal equity comparisons in order to prepare job offers to candidates and employees
Work with the Compensation Team and HR Generalists to provide compensation knowledge to the business regarding offer recommendations, promotions, salary adjustments, etc.
Participate in and complete salary survey submissions for energy-related surveys
Assist the Compensation Team with the administration of the hourly progression program for field hourly employees in Operations and Measurement
Assist the Compensation Team with the annual merit, bonus, promotion/salary adjustment, and Long-Term Incentive (LTI) processes
Run reports in PeopleSoft and PayFactors as needed to complete assigned tasks
Represent the Partnership at industry survey meetings
Assist the Director - Compensation with special projects requested by senior management or the Compensation Committee as needed
Requirements: Education and/or Experience, Knowledge, Skills & Abilities:To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements for this position are listed below:
0- 3 years of experience in Compensation Bachelor's Degree in Human Resources, Business, Finance or related discipline
Equivalent experience and demonstrated equivalent competency may supplant the Bachelor's Degree Alternatively, an entry level candidate can be considered with 0-2 years of experience.
Preferred Qualifications: Education and/or Experience, Knowledge, Skills & Abilities: CCP, SPHR/PHR designation(s) Energy industry or MLP experience Experience with PayFactors Experience with eCompensation Required experience is commensurate with the selected job level: - The Associate Analyst level requires a Bachelor's degree or equivalent experience and 0-2 years of relevant job related experience
- The Analyst level requires a Bachelor's degree or equivalent experience and 2-5 years of relevant job related experience
Working Conditions: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
Usually, normal office working conditions. Must be able to remain in a stationary position 50% of the time due to prolonged periods of sitting or standing. Occasional overnight travel may be required. Occasional visits to industrial/manufacturing settings which may include hazardous materials and chemicals, as well as extreme temperature conditions and loud machinery, and require appropriate personal protective equipment. Equal Opportunity Employer/Minority/Female/Disabled/VeteranReasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.
DISCLAIMER: The above statements, which are subject to change, are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
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