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The South Texas Project Electric Generating Station is one of the newest and largest nuclear power facilities in the nation. STP's two units produce 2,700 megawatts of carbon-free electricity - providing clean energy to two million Texas homes. Through our uncompromising commitment to nuclear safety and continuous focus on improving plant operations, STP has emerged as an industry leader. Our 1,200 employees maintain an ongoing commitment to the safe and reliable operation of the facility. The company's culture and core values focus on safety, integrity, teamwork and excellence.

SUMMARY

Develop, implement, and administer companywide total compensation programs and initiatives. Provide consultative and technical guidance regarding compensation programs.

Analyst Compensation Associate

EDUCATION

+ Bachelor’s degree, preferably in Business or Human Resources Management (Preferred)

+ Without the above degree, 5 years’ relevant experience may be considered.

EXPERIENCE

+ No Experience is required.

LICENSE/CERTIFICATIONS

+ Certified Compensation Professional (CPP) (Preferred)

ESSENTIAL RESPONSIBILITIES

+ Work with management in designing, developing, and creating comprehensive compensation plans, procedures, policies and pay philosophy that will attract and retain employees.

+ Monitor existing compensation plans, procedures and recommend modifications.

+ Prepare documentation for compensation changes for existing employees and offer letters for new hires.

+ Work with line management, HR Business Partners, and the Talent Management organization in administering pay programs.

+ Work with IT and HRIS staff to ensure the payroll vendor meets the requirements of Compensation programs.

+ Complete salary survey submissions and utilize results for the development of start rates, site wage proposals, salary structures and equity studies.

+ Provide recommendations on pay actions (external offers, promotions, equities, etc.) utilizing survey sources, market references, internal equity, and other data as appropriate.

+ Work with management and payroll to resolve pay issues.

+ Administer Incentive Compensation, Long Term Incentive Compensation and Deferred Compensation Plans for selected participants.

+ Ensure Bargaining Unit increases are processed in accordance with the applicable union contract.

+ Administer annual market/performance-based raise process. Make salary level change recommendations. Communicate process with management.

+ Provide Incentive projections to Finance and Accounting during budget process.

Analyst Compensation

EDUCATION

+ Bachelor’s degree, preferably in Business or Human Resources Management (Preferred)

+ Without the above degree, 5 years’ relevant experience may be considered.

EXPERIENCE

+ 2 Years full-time Professional Human Resources or relevant experience (Required)

LICENSE/CERTIFICATIONS

+ Certified Compensation Professional (CCP) (Preferred)

ESSENTIAL RESPONSIBILITIES

+ Work with management in designing, developing, and creating comprehensive compensation plans, procedures, policies and pay philosophy that will attract and retain employes.

+ Monitor existing compensation plans, procedures and recommend modifications.

+ Prepare documentation for compensation changes for existing employees and offer letters for new hires.

+ Work with line management, HR Business Partners, and the Talent Management organization in administering pay programs.

+ Work with IT and HRIS staff to ensure the payroll vendor meets requirements of Compensation programs.

+ Complete salary survey submissions and utilize results for the development of start rates, site wage proposals, salary structures and equity studies.

+ Provide recommendations on pay actions (external offers, promotions, equities, etc.) utilizing survey sources, market references, internal equity, and other data as appropriate.

+ Provide advisory and consulting assistance to line management, supervision, and employees.

+ Work with management and payroll to resolve pay issues.

+ Administer Incentive Compensation, Long Term Incentive Compensation and Deferred Compensation Plans for selected participants.

+ Ensure Bargaining Unit increases are processed in accordance with the applicable union contract.

+ Administer annual market/performance-based raise process. Make salary level change recommendations. Communicate process with management.

+ Provide Incentive projections to Finance and Accounting during budget process.

Analyst Compensation Sr

EDUCATION

+ Bachelor’s degree, preferably in Business or Human Resources Management (Preferred)

+ Without the above degree, 5 years’ relevant experience may be considered.

EXPERIENCE

+ 4 Years full-time Professional Human Resources or relevant experience (Required)

LICENSE/CERTIFICATIONS

+ Certified Compensation Professional (CPP) (Preferred)

ESSENTIAL RESPONSIBILITIES

Provides high level expertise in the design, development and administration of compensation programs, policies, and procedures.

+ Work with management in developing, developing, and creating comprehensive compensation plans, procedures, policies and pay philosophy that will attract and retain employees.

+ Monitor existing compensation plans, procedures and recommend modifications.

+ Prepare documentation for compensation changes for existing employees and offer letters for new hires.

+ Work with line management, HR Business Partners, and the Talent Management organization in administering pay programs.

+ Work with IT and HRIS staff to ensure the payroll vendor meets requirements of Compensation programs.

+ Complete salary survey submissions and utilize results for the development of start rates, site wage proposals, salary structures and equity studies.

+ Provide recommendations on pay actions (external offers, promotions, equities, etc.) utilizing survey sources, market references, internal equity, and other data as appropriate.

+ Provide advisory and consulting assistance to line management, supervision, and employees.

+ Work with management and payroll to resolve pay issues.

+ Administer Incentive Compensation, Long Term Incentive Compensation and Deferred Compensation Plans for selected participants.

+ Ensure Bargaining Unit increases are processed in accordance with the applicable union contract.

+ Administer annual market/performance-based raise process. Make salary level change recommendations. Communicate process with management.

+ Provide Incentive projections to Finance and Accounting during budget process.

Analyst Compensation Staff

EDUCATION

+ Bachelor’s degree, preferably in Business or Human Resources Management (Preferred)

+ Without the above degree, 5 years’ relevant experience may be considered.

EXPERIENCE

+ 5 Years full-time Professional Human Resources or relevant experience (Required)

LICENSE/CERTIFICATIONS

+ Certified Compensation Professional (CPP) (Preferred)

ESSENTIAL RESPONSIBILITIES

Provides high level expertise in the design, development and administration of compensation programs, policies, and procedures.

+ Work with management in designing, developing, and creating comprehensive compensation plans, procedures, policies and pay philosophy that will attract and retain employes.

+ Monitor existing compensation plans, procedures and recommend modifications.

+ Prepare documentation for compensation changes for existing employees and offer letters for new hires.

+ Make recommendations for streamlining processes.

+ Ensure compliance with regulatory requirements.

+ Work with line management, HR Business Partners, and the Talent Management organization in administering pay programs.

+ Work with IT and HRIS staff to ensure the payroll vendor meets requirements of Compensation programs.

+ Maintain Job Code Table, Salary Plan Table, and salary Grade Tables in Ceridian.

+ Complete salary survey submissions and utilize results for the development of start rates, site wage proposals, salary structures and equity studies.

+ Analyze market survey data and recommend equitable placement of new and modified positions in the company salary structure.

+ Provide recommendations on pay actions (external offers, promotions, equities, etc.) utilizing survey sources, market references, internal equity, and other data as appropriate.

+ Provide advisory and consulting assistance to line management, supervision, and employees.

+ Work with management and payroll to resolve pay issues.

+ Support internal and external audits including ICP, PBA and SOX Audits.

+ Administer Incentive Compensation, Long Term Incentive Compensation and Deferred Compensation Plans for selected participants.

+ Develop, update, and maintain Company Compensation Guidelines and desktop guides.

+ Ensure Bargaining Unit increases are processed in accordance with the applicable union contract.

+ Administer annual raise Process. Make salary level change recommendations based on market data and impact on other jobs at STP. Communicate process and pay discussion guides with management.

+ Work with HRIS in ensuring organizational changes are input with correct reporting relationships, titles, salaries, and effective dates.

+ Administer Acting Pay Program

+ Provide data for bargaining unit negotiations as requested.

+ Provide Incentive projections to Finance and Accounting during budget process.

ALL LEVELS OF ANALYST COMPENSATION POSITIONS:

OTHER RESPONSIBILITIES for all levels

+ Accept Outage position.

+ Accept ERO position and be able to meet the response requirements.

+ Ability to obtain and maintain unescorted access if needed.

+ Successfully complete General Employee Training (GET) as required for position .

ENVIRONMENTAL & PHYSICAL REQUIREMENTS for all levels

+ Environmental and physical requirements are subject to crouching, stooping, bending, twisting and/or lifting up to 30 lbs; ascending/descending stairs; sitting for extended periods of time; and spending considerable time in front of computer monitors.

WORKING CONDITIONS for all levels

+ Overtime and alternate work schedules as needed.

+ Subject to callouts twenty-four hours per day seven days per week.

+ Travel may be required.

+ May be required to carry a phone.

WORK LOCATION for all levels

+ Hybrid/Remote – Due to the nature of the work, this position provides the ability for a hybrid work schedule between site and an alternate work location. Alternate work locations require adequate technology, and a solid ergonomic setup is present. Note: Work schedules are contingent on business needs.

Posting Closes - December 2, 2025

STP is an equal employment and affirmative action employer and is committed to nondiscrimination in all matters relating to employment throughout the organization. STP will make every good faith effort to meet or exceed its affirmative action goals and commitments.

We thank all individuals for their interest; however, only those chosen for an interview will be contacted.

NOTE: In order to be considered for this position you must complete the entire application process, which includes answering all prescreening questions and providing your eSignature on or before the requisition closing date.

Job Details

Pay Type Salary