Min $84,000/yr Max $102,000/yr

Bonus Target 15%

Equity Target 15%

SUMMARY

A brief description summarizing the overall purpose and objectives of the position and the results the worker is expected to accomplish.

This position designs, plans and implements PDC Energy’s compensation programs, policies, and procedures. In conjunction with HR Management, the Senior Compensation Analyst is responsible for achieving the organization's desired position in the market and corporate compensation goals. The Senior Compensation Analyst also oversees the Career Progression process and application of the matrices.

ESSENTIAL FUNCTIONS

The tasks, duties, and responsibilities of the position that are most important to get the job done.

1. Ensures that PDC compensation programs are fair and competitive;
2. Leads company-wide administration of the annual compensation planning cycle and components related to compensation of the IPP processes;
3. Prepares internal equity analysis and interpretation of external market information to evaluate programs already in place and identify opportunities for improvement;
4. Completes industry compensation surveys and examine market changes in pay and recommend revisions as necessary;
5. Reviews job descriptions and assesses appropriate compensation level;
6. Makes total compensation recommendations for offer packages and provide creative solutions for specific compensation issues;
7. Provides compensation counsel and advice to leadership and management, prepare reports and analysis of data related to compensation as needed;
8. Calculates, tracks, and communicates equity awards with appropriate departments;
9. Utilizes compensation related databases and systems (ADP, Dartican, & Excel) that support compensation programs;
10. Maintains, applies, trains, and improves Career Progression matrices;
11. Works to educate and train internal and external parties on all aspects of PDC’s total compensation;
12. Ensures compensation pay plans are in compliance with federal/state wage and hour regulations, including the Colorado Equal Pay for Equal for Work Act;
13. Help support annual Performance Management and IPP process;
14. All other duties as assigned by members of the Human Resources Leadership Team;
15. Demonstrate commitment to safety and environmental compliance in all job aspects.

KNOWLEDGE, SKILLS AND ATTRIBUTES  

The specific minimum competencies required for job performance.  

1. Proven understanding of corporate compensation processes;
2. Proficient analytical skills and attention to detail;
3. Excellent verbal and written communication skills;
4. Ability to complete projects from start to finish while performing tasks in an organized and systematic method;
5. Advanced knowledge of Microsoft Office applications, especially Excel;
6. Ability to maintain good relations with others and act as an ambassador for the Company and HR Department;
7. Ability to accept responsibility and account for his / her actions;
8. Relevant understanding of current laws and trends within compensation;
9. Proficient at performing work accurately and thoroughly;
10. Ability to make decisions and work independently while referring major exceptions to management;
11. Capacity to complete assigned tasks under stressful situations.

CAREER PROGRESSION ATTRIBUTES

The specific minimum attributes required at the designated Career Progression classification.

Support Services Professional 3

1. Competency – Possesses thorough working knowledge of own discipline and is acquainted with other disciplines. Conducts advanced assignments under guidance of more experienced personnel.
2. Responsibility – Fully competent in standard techniques, procedures and criteria used in carrying out a sequence of tasks. Under general supervision, performs all aspects of job duties applying new information and concepts. May have responsibility for planning and executing project s and regular workload.
3. Problem Solving – Assists in developing recommendations for more difficult and complex issues. Presents recommendations and builds on ideas of others. May serve as lead on projects.
4. Teaming – Works effectively with other disciplines and departments. Provides assistance or supervision to less experienced employees. Takes an active part in team meetings and decisions.

SUPERVISORY RESPONSIBILITIES

The scope of the person’s authority, including a list of jobs that report to the incumbent.

1. There are no initial supervisory aspects associated with this position.

WORKING CONDITIONS

The environment in which the job is performed, especially any unique conditions outside a normal office environment.

1. Consistent with that of a normal office environment.

MINIMUM QUALIFICATIONS

The minimum level of education, experience, and certifications required to perform the job.

1. Accomplished incumbent typically possessing a minimum of 5 years job related experience, established position specific skills, and working knowledge of other inter-departmental functions;
2. Bachelor’s degree required;
3. PHR or SPHR preferred;
4. Experience in the oil and gas industry or similar industry;
5. 5+ years of progressive Human Resources experience with experience in compensation.