Manager, Sales Compensation

Welcome to the intersection of energy and home services. At NRG, we're all about propelling the next generation of leaders forward. We are driven by our passion to create a smarter, cleaner and more connected future. We deliver innovative solutions that make our customers' lives easier-helping them power, protect, and intelligently manage their homes and businesses. To do this, we need creative and talented people to join our company.

We offer a dynamic work environment and a unified and inclusive culture. NRG fosters a strong sense of belonging that leads to better collaboration and business performance. Our company programs are designed to help employees develop the skills they need for success now and in the future. In everything we do, we aim to champion our employees and bring value to our customers, investors and society.

More information is available at www.nrg.com. Connect with NRG on Facebook, Instagram, LinkedIn and X.

Job Summary:

The Manager, Sales Compensation role is responsible for optimizing and overseeing the company's sales compensation strategy, aligning with business objectives, in efforts to incentivize great employee performance and sales growth. The position reports to the Senior Manager, Broad Based Compensation.

Essential Duties/Responsibilities:

• Collaborate and manage the development, implementation, administration, and communication of variable pay programs within NRG's businesses such as sales incentive and sales commission programs
• Work closely with the sales leadership team to design incentive plans that motivate the sales force and drive performance
• Regularly assess the effectiveness of compensation programs and make data-driven recommendations for improvements
• Analyze sales compensation data to assess the competitiveness, effectiveness, and alignment with business objectives of sales incentive programs
• Manage the rewards and recognition programs for the Sales teams
• Conduct ad hoc analyses and reporting as needed to support decision-making by leadership
• Maintain governance of sales compensation plans to ensure compliance with company policy and applicable laws
• Act as the primary representative for Talent & Culture on internal sales compensation committees
• Continuously identify opportunities to improve compensation processes, data accuracy, and efficiency, including implementing sales compensation tools and system changes (e.g. HRIS) as needed
• Ensure accurate data processing and timely commission payouts
• Monitor compensation practices from a legal standpoint to ensure compliance with various laws and regulations such as FLSA, Equal Pay Act, Americans with Disabilities Act, etc. Notify management of patterns that appear to violate such laws and regulations.
• Assist in the development of communication and training materials, including user guides, policy documents and process documents
• Maintain budget and oversee invoicing process as relates to Sales Compensation department expenses
• Stay up to date with industry best practices and trends in sales compensation and incentive strategies
• Support the broader Compensation and Total Rewards teams in large projects
• Other duties may be assigned as business needs require

Working Conditions:

• Willingness to work outside normal business hours as necessary, especially during critical issue resolution, to achieve project milestones and during compensation season
• Position is currently remote but may require a day in the office from time to time for meetings or projects
• Ability to sit at a computer terminal for an extended period

Minimum Requirements:

• 3-5 years of experience in sales compensation management, sales operations, or related roles or 3-5 years of Human Resources experience supporting Sales teams
• 2 years of management experience, managing 1-3 direct reports in a corporate environment

Preferred Qualifications:

• Professional certification (CCP) or certified sales compensation professional (CSCP) preferred
• Bachelor's degree in Human Resources, Finance, or related discipline
• Experience with a Human Resources Information Systems (HRIS) such as Success Factors, SAP, and market pricing systems such as Payfactors or other similar compensation systems preferred
• Proficiency in compensation management software and systems (e.g., Xactly, CallidusCloud, SAP, or similar)
• Knowledge of vendor incentive programs such as AwardCo, Swift, etc.

Additional Knowledge, Skills and Abilities:

• Strong understanding of sales compensation structures, models, and performance metrics.
• Ability to use a personal computer and Microsoft Office software applications.
• Proficiency with Microsoft Excel, with strong emphasis in data analysis.
• Understand client needs and can meet and exceed expectations.
• Anticipate and accept changes in the organization and adapt to meet new requirements.
• Willing to accept accountability for own decisions, performance, and behavior.
• Ability to establish and maintain a positive and professional working relationship with all individuals, listen carefully and understand various points of view and perform in a team environment.
• Achieve thoroughness and accuracy when accomplishing a task through significant attention to detail.
• Excellent oral and written communication skills essential to interact with internal and external contacts.

Physical Requirements:

The physical demands described here are representative of those that must be met by a teammate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this job, the employee is regularly required to, stand, sit; talk, hear, and use hands and fingers to operate a computer and telephone keyboard
• Specific vision abilities required by this job include close vision requirements due to computer work
• Regular, predictable attendance is required; including calendar-driven hours as business demands dictate.

NRG Energy is committed to a drug and alcohol-free workplace. To the extent permitted by law and any applicable collective bargaining agreement, employees are subject to periodic random drug testing, and post-accident and reasonable suspicion drug and alcohol testing. EOE AA M/F/Protected Veteran Status/Disability. Level, Title and/or Salary may be adjusted based on the applicant's experience or skills.

EEO is the Law Poster (The poster can be found at http://www.eeoc.gov/employers/upload/poster_screen_reader_optimized.pdf)

Official description on file with Talent.