Manager Employee Compensation - HR Employee Compensation - Akron FirstEnergy Headquarters

The Manager, Employee Compensation is responsible for the strategic direction and execution of FirstEnergy’s employee compensation strategy. Operating as a strategic advisor and thought partner to business unit leaders, this person will shape how compensation is used to attract, motivate, retain, and reward talent—while ensuring internal equity, market competitiveness, compliance, and disciplined investment.

This role owns the enterprise compensation framework, balancing long‑term design with strong governance and data‑driven insight. The Manager influences critical business decisions by aligning compensation decisions with organizational priorities, performance outcomes, and regulatory expectations in a complex, regulated environment.

This position reports to the Director, Employee Compensation and Payroll.

Job Responsibilities

Defines and executes an enterprise compensation strategy aligned with FirstEnergy’s business objectives, workforce strategy, and organizational values.

Leads the administration of compensation programs and policies including the annual base pay review, Short-term Incentive program and benchmarking processes ensuring alignment with performance outcomes and financial plans.

Leads the internal and external offer process ensuring offers are fair and equitable

Translates business priorities into a compensation approach that supports attraction, retention, engagement, and performance across diverse employee populations.

Ensure consistency, equity, and strategic intent across programs and decisions.

Optimize compensation investments through cost management, scenario modeling, and long‑range workforce planning in partnership with Finance.

Acts as a trusted strategic advisor to business unit leadership on compensation strategy, organizational design implications, and critical talent decisions.

Delivers clear, data‑driven analyses, insights, and recommendations to inform executive and governance‑level decision making.

Provide strategic leadership over job architecture, evaluation methodologies, pricing frameworks, and internal equity standards.

Execute compensation strategy during union negotiations

Monitor external trends and legislation to proactively inform compensation strategy and risk mitigation.

Ensure compliance with federal, state, and local compensation‑related laws, including FLSA, pay equity, and pay transparency requirements.

Define and monitor key compensation metrics to assess market competitiveness, equity outcomes, program effectiveness, and return on investment.

Lead, coach, and develop compensation professionals, setting priorities and elevating organizational capability in Compensation expertise.

Foster a culture of analytical rigor, partnership, accountability, and continuous learning within the compensation function.

Job Qualifications

Required

Bachelor’s degree in Human Resources, Finance, Business, or a related field and a minimum of 7 years of progressive, relevant experience OR 10 years of relevant experience in lieu of a degree. Relevant experience includes employee compensation, finance, auditing, and advanced analytical roles.

Demonstrated knowledge in enterprise compensation strategy

Proven ability to influence senior leaders and translate business strategy into compensation solutions.

Strong analytical, financial modeling, and executive decision‑support capabilities.

Ability to synthesize complex data into clear, actionable insights.

Excellent communication skills and sound judgment in complex or non‑standard situations.

Excellent proficiency in Excel, PowerPoint, and Word.

Preferred experience with Oracle