AI use among compensation, benefits, and job analysis specialists is little observed so far. Measured exposure for compensation, benefits, and job analysis specialists: 6% (little observed).

Share of this job’s tasks that AI is already used for at work, from real usage. It is not a forecast of job loss, and a low number means no use seen yet. Source: Anthropic Economic Index.

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About the job

Job Posting End Date 11-16-2026 Please note the job posting will close on the day before the posting end date.

Job Summary

We are looking for a compensation professional at the Analyst Senior or Consultant level, with the role determined by your experience. You will partner with Business HR, Talent Acquisition, HRIS, and Payroll to deliver competitive, equitable and compliant compensation programs across the company.

In either role, you will:

Market price jobs, participate in and coordinate salary surveys, and analyze the market to keep our pay competitive to attract and retain.

Support the implementation and administration of company-wide compensation programs, including base pay, incentive plans and employee recognition programs.

Contribute to the annual compensation planning process and job profiles. Ensure compliance with compensation policies and practices.

Job Description

What You'll Do as Compensation Analyst Senior:

Collaborates with HR business partners on the development and evaluation of job descriptions.

Maintains and audits job profiles to ensure compliance with internal practices and accuracy of EEOC codes and exemption status.

Evaluates positions to determine accurate market competitive pay, internal grading, and compliance with FLSA laws. Participates in annual general industry and energy services salary surveys. Provides guidance to Business HR, Talent Acquisition, and leaders on routine job offers to ensure fairness and internal equity.

Provides analysis and helps determine any corrective course of action. Assists in recognition program administration and reporting, including cash, gift cards, and long-term equity awards.

Supports the annual compensation planning process.

Partners with Business HR to provide guidance to leaders on applying manager discretion to salary increases and incentives.

Assists with reporting and audits to ensure recommendations are within company policies and practices.

Supports the Consultant with the stock plan administration and general wage increase processes.

Assists the compensation team with special projects or emergent activities such as those related to acquisitions or divestitures.

With greater experience at the consultant level, you will also: serve as the primary contact for HR and business unit leaders and consult directly with them on all compensation matters; develop, implement and administer base pay, wage schedules for the physical workforce, short- and long-term incentive plans, and ensure pay equity across the enterprise.

What We're Looking For:

We are hiring for this opportunity at either level. Placement as a Compensation Analyst Senior or a Compensation Consultant will be based on your education, depth of compensation experience, and demonstrated ability to consult independently with HR and business leaders.

Compensation Analyst Senior

Education requirements are listed below: Associate’s degree in business administration, human resources management, industrial management or an equivalent discipline.

Experience requirements are listed below: Two (2) years of human resources experience required; one (1) year of compensation experience. Strong technical knowledge and analytical skills in the use of spreadsheet, database and word processing software required.

Compensation Consultant

Education requirements are listed below: Bachelor's Degree in business administration, human resources management, industrial management or a related discipline; or Associate's Degree with two (2) years of HR experience.

Experience requirements are listed below: In addition to any experience required above, four (4) years of human resources experience, to include two (2) years of compensation experience. Expert technical knowledge and analytical skills in the use of spreadsheet, database and word processing software required. Knowledge of various wage and hour laws.

Compensation: $77,160 - $115,000 level and base salary based on candidate’s experience.

Preferred Qualifications:

WorldatWork designation as a Certified Compensation Professional (CCP).

Strong consulting, interpersonal and communication skills.

Workday or HCM experience.

Market pricing experience.

What You'll Get:

At AEP, we’re more than just an energy company — we’re a team of dedicated professionals committed to delivering safe, reliable, and innovative energy solutions. Guided by our mission to put the customer first, we strive to exceed expectations by listening, responding, and continuously improving the way we serve our communities. If you're passionate about making a meaningful impact and being part of a forward-thinking organization, this is the company for you!

In addition to base salary, AEP offers competitive Total Rewards including discretionary annual incentive, 401(k), pension, health insurance, vacation, educational assistance, etc.

American Electric Power (On-Site)

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Compensation Data

Compensation Grade:

SP20-006

Compensation Range:

$74,551.00 - $109,543.00

The Physical Demand Level for this job is: S – 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.

Hear about it first! Get job alerts by email. Log in to your Candidate Home Account today! If you don't have an account, you can create one. It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all respects of the employer-employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, veteran or military status, disability, genetic information, or any other basis prohibited by applicable law. When required by law, we might record certain information or applicants for employment may be invited to voluntarily disclose protected characteristics.