About us:

Founded in 1990, LS Power is a premier development, investment, and operating company focused on the North American power and energy infrastructure sector, with leading platforms across generation, transmission and energy expansion solutions. Since inception, LS Power has developed or acquired 50,000 MW of power generation, including utility-scale solar, wind, hydro, battery energy storage, and natural gas-fired facilities. Through its transmission business, LS Power Grid, the company built and operates 780+ miles of high-voltage transmission and 7 transmission utilities and has another 375+ miles currently in construction or development. LS Power actively invests in and scales businesses that are meeting the growing needs of the energy expansion, including electric vehicle charging, demand response, microgrids, renewable fuels and waste-to-energy platforms. Over the years, LS Power has raised more than $76 billion in debt and equity capital to support North American infrastructure.

Our Purpose, Mission, & Values:

Our Purpose is to solve complex energy problems that improve the world

Our Mission is to make lives better by developing a cleaner and more reliable energy ecosystem

Our Values are the willingness to participate in and help strengthen our culture of integrity, Innovation, Teamwork, and Taking Ownership

Our People create value and are our Most Valuable asset.  We take our values of Integrity, Innovation, Teamwork and Taking Ownership seriously and ask candidates to think about how they can help us further enhance our culture with their specific skillsets, capabilities and experiences.

Benefits

We provide our team the opportunity to share their unique perspectives, solve new challenges, and continue in their career growth. We are committed to supporting employees’ happiness, healthiness, and overall well-being by providing comprehensive benefits that include 100% employer paid premium healthcare, paid parental leave and more.

Compensation

The salary for this role is $130,000 - $155,000. This is the range that we in good faith anticipate relying on when setting wages for this position. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in New Jersey.  This salary range may also be modified in the future.

About the Role:

We have an opportunity for a Compensation & HRIS Manager based in our East Brunswick, NJ office. In this role, you will lead the design, governance, and strategic insight behind LS Power’s compensation programs, workforce and labor analytics, and enabling HR systems. You will partner closely with HR leadership, Division Heads, and business stakeholders to translate compensation and workforce data into actionable strategies supporting informed decision-making, market competitiveness, internal equity, financial discipline, and regulatory compliance.

As the Compensation & HRIS Manager, you will deliver year-round value across compensation strategy, workforce and labor analytics, job architecture, pay equity, HR systems, and enterprise initiatives, and serve as a key thought partner on people and workforce strategy.

What you will do:

Compensation Strategy & Governance

• Lead the design and oversight of compensation programs, including market pricing, job evaluation, salary structures, incentives, and annual compensation cycles
• Provide decision support for offers, promotions, adjustments, and retention actions, including complex or escalated cases
• Own annual compensation planning cycles (merit, bonus, and incentive programs), including modeling, budgeting, governance, and post-cycle analysis)
• Develop and maintain compensation guidelines, decision frameworks, and leadership-facing materials

Workforce & Labor Analytics

• Lead workforce and labor cost analytics, including headcount, attrition, vacancy, productivity, and cost trends
• Partner closely with HR & Leaders on labor forecasting, scenario modeling, and long-range workforce planning
• Deliver executive-ready dashboards, insights, and narratives to support leadership and Executive decision-making
• Proactively identify workforce risks, trends, and optimization opportunities

Job Architecture & Organizational Effectiveness

• Own job architecture, including job families, career levels, role frameworks, and leveling standards
• Partner with HR and leaders on role design, leveling, and organizational design initiatives
• Lead or support spans-and-layers analysis, workforce restructuring, and organizational effectiveness reviews
• Ensure alignment between job architecture, compensation structures, and overall talent strategy

Pay Compliance & Risk Management

• Lead pay analyses and remediation planning in partnership with HR leadership and Legal
• Ensure compliance with pay transparency, wage and hour, and related regulatory requirements
• Maintain audit-ready documentation, governance standards, and internal controls
• Serve as a subject-matter expert on compensation risk, compliance, and governance matters

HR Systems, Data & Process Leadership

• Serve as the primary owner of compensation, workforce planning, and related functionality within HRIS (ADP preferred) and supporting tools
• Partner closely with HR Operations to ensure strong data integrity, quality assurance, and governance practices
• Lead process improvements, automation, and scalable solutions to enhance efficiency and user experience
• Support HRIS configuration, upgrades, integrations, and change management related to compensation and overall workforce planning

Enterprise Initiatives & Special Projects

• Lead or support compensation and workforce-related due diligence for M&A, integrations, restructurings, and strategic initiatives
• Act as a thought partner on enterprise HR, workforce planning, and people strategy projects

We want you on our team because you…

• Hold a bachelor’s degree in Human Resources, Finance, Economics, Business, or a related field
• Bring 7–10+ years of progressive experience in compensation, workforce analytics, total rewards, or HR systems-enabled roles
• Have strong expertise in compensation design, analytics, governance, and workforce planning
• Possess advanced analytical, modeling, and executive communication skills
• Demonstrate the ability to influence senior leaders and translate data into strategic recommendations

Ideally, you have

• Experience in complex, regulated, or asset-intensive environments
• CCP certification or progress toward completion
• Strong partnership experience with HR and executive leadership
• Hands-on experience with HRIS (ADP preferred), compensation planning tools, and analytics platforms