Background:

About Energy Trust of Oregon

Energy Trust of Oregon is an independent nonprofit organization dedicated to energy efficiency and renewable energy development. We serve Oregon customers of Portland General Electric, Pacific Power, NW Natural, Cascade Natural Gas and Avista, and SW Washington customers of NW Natural. Year over year Energy Trust is recognized as one of the 100 Best Nonprofits to Work For in Oregon.

Our Vision

Clean, affordable energy for everyone.

Our Commitment to Diversity

We recognize the lack of diversity in our industry, and we actively seek to address it with our hiring and retention practices as well as our values. We believe every person and their lived experience is integral to building a vibrant culture and delivering effective services to all customers we serve. We are committed to the principles of diversity, equity and inclusion, and we encourage candidates with diverse backgrounds and experience to apply.

Our Location

Energy Trust provides a range of work location options, including remote, hybrid and in-office work. This position will represent Energy Trust in public settings and potentially at community events. We are open to candidates who live throughout Oregon and Washington. The Compensation and Benefits Partner would be expected to report to the office on a quarterly basis, at minimum.

What We’re Looking For:

The Compensation and Benefits Partner is responsible for managing compensation and benefit programs related to retaining Energy Trust’s most important resource: our staff. This position provides a full range of support related to workforce planning, staffing planning, compensation administration, benefits management and other initiatives, as required.

This position cultivates a diverse and inclusive work environment for all employees, contractors and interns. This includes but is not limited to supporting a talent strategy that supports the organization’s diversity goals and an inclusive work environment.

What You’ll Do:

• Design, lead and manage staffing, workforce planning and budgeting efforts in partnership with the Director of People Services, CFO, Financial Analysts and other leadership team members to identify and implement the long-term staffing strategies and budget planning processes needed to achieve organizational goals.
• Maintain an equitable compensation program and structure based on the organization’s pay philosophy and in alignment with Oregon’s Pay Equity Law. Ensure that positions are accurately graded and compensated fairly, competitively, and equitably.
• Manage the selection of employee benefits programs based on the organization’s needs and market trends, recommend benefit programs and policies, and ensure employee awareness of benefit programs. Support HR team members with the open enrollment program needs on an ad hoc basis.
• Collaborate with HR team members to support employees in navigating benefit accessibility challenges and ensure the fair and equitable implementation of benefits company-wide.
• Develop, manage and implement equitable compensation initiatives including the annual market compensation study, in alignment with Oregon’s pay equity law.
• Conduct research, analyze HR data and prepare reports to help influence business decisions including compensation market analyses, job evaluations and job mapping in designated business areas.
• Support organizational design and restructuring efforts in partnership with group leadership, including directors, senior leadership and other HR team members.
• Conduct job evaluations and assist in developing position descriptions that align with group needs, market data, and information as needed.
• Provide guidance and trainings to managers and staff on best practices related to maintaining an equitable compensation program.
• Partner with Talent Acquisition Partners and hiring managers on job offers.
• Perform all other job duties as assigned.
• Performs all functions of the job in a safe manner.
• Perform other job-related duties as assigned.

Supervisory Responsibility:

• This position mentors internal human resources operational staff
• The position may hire and direct the work of external contractors

What You’ll Need:

• Minimum 5 years of experience in compensation analysis and benefits management.
• Bachelor’s degree in human resources, business, or related field – or equivalent experience – preferred.
• SHRM, PHR or SPHR certification(s), or equivalent, are strongly preferred.
• Demonstrated experience in compensation analysis and administration in compliance with Oregon’s Pay Equity law.
• Experience in conducting job analysis, evaluation, and salary administration.
• Experience developing and implementing strategies related to workforce planning and staffing planning management.
• Experience partnering with, and training, employees on an organization’s compensation program.
• Advanced oral and written communication abilities.
• Experience with ADP’s reporting system. Demonstrated computer application skills, including MS Word, Outlook and PowerPoint. High proficiency with Excel is a must.
• Excellent customer service orientation and responsiveness.
• Must be able to interact with a diverse workforce and be comfortable working in culturally diverse settings and groups.

The above information is designed to outline the functions and position requirements of this job. It does not identify all tasks that may be expected, nor address the performance standards that must be maintained.

What You’ll Get:

• Health/dental/vision insurance
• Employer sponsored and paid life/disability
• 401(k) with a company contribution of 6% of your salary after 90 days of employment
• TriMet pass
• Access to health and dependent FSA/HSA accounts
• Generous paid vacation, holidays and sick days
• Paid volunteer hours
• Employee assistance program
• Career advancement opportunities
• Great colleagues and culture
• Flexibility to work from home and/or an office space at the Portland, OR location
• Work from home laptop provided

Application Instructions:

Don’t meet every single requirement? Studies have shown that candidates from certain demographics are less likely to apply to jobs unless they meet every single qualification—for example, women and People of Color. At Energy Trust we are dedicated to building a diverse, inclusive and authentic workplace—if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply. You may be the right candidate for this or other roles.

Please submit your resume and cover letter.

Attn: Compensation and Benefits Partner

Check out our open positions: www.energytrust.org/About/careers).

Energy Trust of Oregon is committed to providing equal employment opportunity for all persons regardless of race, color, religion (including religious dress and grooming practices), sex, sexual orientation, gender, gender identity, gender expression, age, marital status, national origin, ancestry, citizenship status, pregnancy, medical condition, genetic information, mental and physical disability, political affiliation, union membership, status as a parent, military or veteran status or other non-merit based factors. We will provide reasonable accommodations throughout the application, interviewing and employment process. If you require reasonable accommodation, contact us. Energy Trust of Oregon is an E-Verify employer. This policy is applicable to all phases of the employment relationship, including hiring, transfers, promotions, training, terminations, working conditions, compensation, benefits, and other terms and conditions of employment.

Energy Trust is committed to pay equity. Energy Trust is committed to fair employment practices and non-discrimination, including pay equity for all employees. We do not discriminate on the basis of protected class (race, sex, veteran status, disability, age, color, religion, national origin, marital status, sexual orientation) in the payment of wages or screen applicants on the basis of their current or past compensation. We determine salary by completing a review of your application materials to evaluate your related education, experience and training.

Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, and certifications in the pay equity assessment to determine equitable salary placement.

Starting Compensation: $83,600 to $106,400