Director, Compensation & Benefits

The Director/Compensation & Benefits is responsible for the design, development and execution of a comprehensive total rewards strategy for the organization that aligns competitive and differentiated employee rewards with the achievement of results that advance Southwest Gas Corporation's business strategies and goals. Structures the Total Rewards Strategy to enable the Company to attract, engage and retain high performing, high potential talent that sustains business operations and supports future growth.

This role is accountable for directing all aspects of employee Compensation and Benefits programs for all employee groups.

POSITION DIMENSIONS

Reporting directly to this position are up to four exempt employees. This incumbent must be able to influence senior management and department heads of units outside of Human Resources. This incumbent frequently exchanges information with outside consultants and occasionally with customers, government officials and regulatory.

QUALIFICATIONS

There are broad precedents and practices which the incumbent uses to determine how this job is performed. This position requires twelve or more years of relevant work experience and a bachelor's degree in Human Resource Management, Finance, or related field; or equivalent combination of education and experience sufficient to successfully perform the essential job responsibilities. Minimum of five years supervisory management experience is also required.

Master's degree in Business Administration (MBA) or related field preferred. Certified Compensation Professional (CCP) designation preferred.

ESSENTIAL JOB RESPONSIBILITIES

Accountability/Outcome

• Leads and develops a team of compensation, benefits, HRIS, analytics, Payroll, and wellness professionals, resulting in effective development and people management of the Total Rewards team, ensuring the efficient operations of the Total Rewards function.
• Leads total rewards strategy development for the organization by recommending health and welfare programs, annual incentive programs, and long-term incentive programs. This leads to a comprehensive total rewards structure that enables the attraction and retention of the right talent for the organization.
• Reviews, evaluates, and recommends changes to executive compensation programs to ensure they are performance-driven, market competitive, appropriately leveraged, and accurately administered, thereby creating a strong culture of reward and recognition for executives.
• Oversees executive compensation, including materials required for the quarterly Compensation Committee and Board of Directors presentations, facilitating continuous improvement and evaluation of executive compensation effectiveness.
• Provides counsel to HR Business Partners, Line Managers, and Talent Acquisition regarding complex compensation issues, leading to compensation programs that are competitive, updated, compliant with relevant legislation and effectively deployed.
• Develops the budget for total rewards programs and initiatives and leads cost-benefit analysis of programs and initiatives, thereby ensuring organizational needs are met through strategic decision-making and effective budget management.
• Oversees the management of vendor relationships such that program delivery is cost-effective and high-quality.
• Provide strategic leadership and oversight for HRIS operations, ensuring that HR technology solutions align with organizational goals and support enterprise-wide HR initiatives.
• Lead the strategic development and execution of data-driven insights to inform and optimize HR programs, by designing and delivering advanced analytics, dashboards, and reporting solutions that provide actionable insights across all HR functions and operations.

SALARY DETAILS

Las Vegas: $168,693.00 - $261,464.00

At Southwest Gas, attracting the best talent is key to our strategy and success as a company. We use flexibility to develop competitive compensation offers to ensure we are able to hire the best candidates. The quoted salary range represents the minimum and maximum of the pay range for the position. It is provided as a good faith estimate as to what our ideal candidates are likely to expect, as we tailor our offers within the range based on the selected candidate's experience, industry knowledge, location, technical and communication skills and other factors that may prove relevant during the interview and selection process.