Director - Compensation

#WeAreONEOK Fortune 500 company. 100 years in business. Leading midstream service provider. Safety first. Sustainable operations. Environmentally responsible. Employee focused.

JOB SUMMARY

Job Profile Summary

As the Director of Compensation the role is responsible for strategic planning designing implementing and managing the compensation programs including executive and general compensation within our organization. The role will play a critical role in ensuring that our compensation strategies are aligned with our business objectives and supports the attraction retention engagement and motivation of top talent. It requires a deep understanding of compensation principles market trends and regulatory requirements as well as excellent analytical and communication skills. This job is a member of the expanded HR Leadership Team.

Essential Functions and Responsibilities

• Compensation Strategy Development:
  • Develop and execute a comprehensive compensation strategy that aligns with the organizations goals and objectives.
  • Conduct regular market analysis and benchmarking to ensure our compensation programs remain competitive and equitable.

• Compensation Program Design and Implementation:
  • Design and implement base salary structures short term and long term incentive plans bonus programs and other compensation initiatives.
  • Oversee the administration of incentive plans ensuring accurate performance tracking payout calculations and effective communication.
  • Lead the compensation review process to implement timely and accurate salary adjustments short term incentives and long term incentive grants as applicable.
  • Support executive compensation processes and materials including partnering with the board consultant to prepare compensation committee meeting materials.
  • Collaborate with HR Finance Treasury Legal and other relevant stakeholders to understand and assess compensation needs while ensuring alignment and integration of compensation programs with overall HR and business strategies.
  • Develop and implement policies guidelines and procedures to ensure compliance with all applicable laws and regulations governing compensation practices.

• Performance Management:
  • Partner with HR and business leaders to align performance management processes with compensation programs.
  • Provide guidance and support to HR and customers on compensation-related matters to help ensure a pay for performance culture.

• Compensation Analysis and Reporting:
  • Conduct regular analysis of compensation data to identify trends gaps and areas for improvement.
  • Prepare and present reports and recommendations to senior management and other stakeholders.

• Employee Education and Communication:
  • Develop and deliver training programs and materials to educate employees and leaders on compensation policies practices and guidelines.
  • Serve as a subject matter expert on compensation matters providing guidance and support to HR Business Partners and other colleagues.

• Vendor Management:
  • Manage relationships with external vendors such as compensation consultants and survey providers to ensure the organization has access to relevant and accurate market data.

• Continuous Improvement:
  • Drive continuous improvement initiatives to enhance the effectiveness and efficiency of compensation programs and processes.
  • Stay abreast of best practices emerging trends and regulatory changes in the field of compensation and make recommendations for enhancements as appropriate.

Education

• Bachelors Degree Human Resources Business Administration Finance or a related field
• Masters Degree

Work Experience

• 10 or more years related work experience in compensation preferred
• 5 or more years related work experience in a leadership role preferred

Knowledge Skills and Abilities

• In-depth knowledge of compensation principles practices and regulations.
• Strong analytical skills with the ability to interpret data draw insights and make recommendations.
• Excellent communication and presentation skills with the ability to effectively convey complex information to diverse audiences.
• Demonstrated ability to build relationships influence stakeholders and drive results in a collaborative environment.
• Workday compensation module experience preferred.

Licenses and Certifications

• Certified Compensation Professional (CCP) preferred

Strength Factor Rating - Physical Demands/Requirements

• Sedentary Work - Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift carry push pull or otherwise move objects including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

Strength Factor Description - Physical Demands/Requirements

• Standing: Remaining on ones feet in an upright position at a work station without moving about (Occasionally)
• Walking: Moving about on foot (Frequently)
• Sitting: Remaining in a seated position (Constantly)
• Lifting: Raising or lowering an object from one level to another (includes upward pulling) (Occasionally)
• Carrying: Transporting an object usually holding it in the hands or arms or on the shoulder (Occasionally)
• Pushing: Exerting force upon an object so that the object moves away from the force (Occasionally)
• Pulling: Exerting force upon an object so that the object moves toward the force (includes jerking) (Occasionally)
• Climbing: Ladders Stairs (Occasionally)
• Balancing: Maintaining body equilibrium to prevent falling (Occasionally)
• Stooping: Bending the body downward and forward by bending the spine at the waist (Occasionally)
• Kneeling: Bending the legs at the knees to come to rest on the knee or knees (Occasionally)
• Crouching: Bending the body downward and forward by bending the legs and spine (Occasionally)
• Crawling: Moving about on the hands and arms in any direction (Occasionally)
• Reaching: Extending hands and arms in any direction (Constantly)
• Handling: Seizing holding grasping turning or otherwise working with the hand or hands (Manual Dexterity) (Constantly)
• Fingering: Picking pinching or otherwise working with the fingers primarily (Finger Dexterity) (Constantly)
• Feeling: Perceiving such attributes of objects/materials as size shape temperature texture movement or pulsation by receptors in the skin particularly those of the finger tips (Constantly)
• Talking: Expressing or exchanging ideas/information by means of the spoken word (Frequently)
• Hearing: Perceiving the nature of sound by the ear (Frequently)
• Tasting/Smelling: (Occasionally)
• Near Vision: Clarity of vision at 20 inches or less (Constantly)
• Far Vision: Clarity of vision at 20 feet for more (Frequently)
• Depth Perception: Three-dimensional vision; ability to judge distances and spatial relationships so as to see objects where and as they actually are (Frequently)
• Vision: Color - The ability to identify and distinguish colors (Constantly)

Working Conditions/Environment

• Employee is subject to inside environmental conditions

Working Conditions

• Well lighted climate controlled areas (Constantly)
• Frequent repetitive motion (Constantly)
• CRT (Computer Monitor(s)) (Constantly)

Travel

Driving

• Based on assigned tasks employee may be assigned a company vehicle requiring the applicable drivers license

ONEOK is an equal opportunity employer committed to diversity and inclusion. All qualified applicants will receive consideration for employment without regard to race color sex pregnancy sexual orientation age religion creed national origin gender identity disability military/veteran status genetic information or any other categories protected by applicable law.

The job description is not intended to be a complete list of all responsibilities duties or skills required for the job and is subject to review and change at any time with or without notice in accordance with the needs of ONEOK.

ONEOK is committed to making our workplace accessible to individuals with disabilities and will provide reasonable accommodations upon request for individuals to participate in the application and hiring process. To request an accommodation email or call 1-.

Expected Salary Range