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UNS Energy Corporation Director, Total Rewards in Tucson, Arizona

Director, Total Rewards

Company Tucson Electric Power

Location Tucson, AZ

Requisition ID 4987

About Us

UNS Energy Corporation ( , headquartered in Tucson, Arizona, is a subsidiary ofFortis Inc. ( , the largest investor-owned electric and gas distribution utility in Canada. Our public utility subsidiaries, Tucson Electric Power Company, UNS Electric, Inc. and UNS Gas, Inc., power our economy by providing electric and gas service to nearly 700,000 customers in Arizona.

We embrace a spirit of giving, dedicated to improving quality of life in the communities we have served for generations, and in TEP’s case, since the 1890s. We’re building a cleaner, greener grid, with more wind and solar power than ever before, while maintaining safe, reliable, and affordable service.

Your Employer of Choice

Our culture is rooted inshared core values ( that define how we work and who we are. Our team of innovative professionals bring their authentic selves to work each day to power our vision and make a difference.

We create opportunities for employees to thrive through:

  • Continual growth: In an industry changing faster than ever before, our commitment to professional growth and leadership development means we never stop challenging ourselves to explore new possibilities.

  • Active Engagement: We support a collaborative environment, with peer-to-peer learning and employee-driven groups that foster an inclusive culture.

  • Total compensation: UNS Energy Corporation also offers a competitive compensation and benefits package that includes a 401k plan with a generous company match, a company-sponsored pension plan, affordable individual and family health insurance plans, tuition assistance, life insurance, long-term disability insurance and much more.

Hear from some of our employees,here ( andhere ( .

Job Description - Director, Total Rewards

We are currently seeking a talented individual for the position of Director, Total Rewards .This is a highly strategic position that directs the design, development, implementation and administration of all components of the Company’s total rewards programs to support the attraction, retention and motivation of employees. Programs include qualified and non-qualified defined benefit and contribution programs; salaried compensation programs; and health and welfare (employee benefit) programs and policies. Partners with Executive Leadership to ensure that all programs support the organization’s strategic objectives and are competitive, cost effective and in compliance with legal requirements. As a key leader in HR, helps to reshape, drive and establish a Total Rewards approach and modernized HR model and culture.

Position-Related Responsibilities

  • Plans, develops and coordinates communication of employee compensation, incentive and benefit programs, including counseling employees, drafting and distributing employee communication materials, and conducting new employee orientation and onboarding.

  • Maintains knowledge of current issues and laws (Affordable Care Act, HIPAA, ERISA, etc.) related to total rewards plans and programs and assures organizational adherence.

  • Develops design, administration, and execution of all total rewards programs for Board of Directors and executive compensation programs utilizing external research and sources as necessary.

  • Develops strategy, speaking points, and communications related to Board of Directors and executive compensation matters.

  • Acts as the liaison with both internal and external attorneys with respect to Company's compensation, incentive and benefit plans and programs, including necessary plan documents and amendments for compliance or design purposes.

  • Acts as a liaison between the employee and insurance carriers and third-party administrators.

  • Acts as the liaison with both internal and external auditors with respect to audits of the Company's compensation, incentive and benefit plans.

  • Supports data requests for required reporting, such as regulatory filings, financial disclosures for the company and parent company, and in support of rate cases.

  • Prepares the section's annual capital and operating and maintenance budgets. Monitors budget variances monthly and initiates budgetary control actions as appropriate.

  • Conducts special studies regarding employee compensation, incentive and benefit plan design to determine the cost-effectiveness of existing programs, evaluate alternatives and assess the desirability of new programs and/or modifications to existing programs.

  • Monitors federal and state regulations concerning benefits administration to ensure compliance with legal requirements.

Retirement Programs

  • Directs administration of the Company's qualified and non-qualified defined benefit and contribution plans, including plan design, modification, recordkeeping (payment schedules), reporting (governmental filings, pension accounting) and disclosure (annual report).

  • Provides reports to management on the status of pension activities

  • Conducts pre-retirement and retirement interviews and secures retirement benefit elections.

Compensation Programs

  • Directs the design, development, implementation, and execution of the company’s broad-based wage and salary programs and structures, including competitive short- and long-term incentive plans for management and frontline staff as appropriate per business unit and/or at the corporate level.

  • Oversees job analyses, including interview, evaluation, internal comparison and external survey. Determines relevant position responsibilities and composes corresponding position descriptions. Recommends appropriate salary grade placement or adjustments consistent with objectives regarding internal equity and external competitiveness.

  • Directs annual market survey participation and recommendations regarding changes in salary plans; oversees all activity related to published compensation surveys throughout the year and audits survey output, market trends and competitive pay positions to ensure UNS Energy salary plans meet overall company goals and objectives.

  • Establishes and maintains the salary grade structure. Recommends modifications to the structure, as necessary, to ensure a competitive posture in the labor market and implements approved adjustments.

  • Monitors relevant budget variances monthly and initiates budgetary control actions as appropriate.

  • Conducts special studies regarding employee compensation and benefit design to determine the cost-effectiveness of existing programs, evaluate alternatives and assess the desirability of new programs and/or modifications to existing programs.

  • Manages compensation plans and strategy for the union work groups

  • Monitors federal, state, and local laws and regulations concerning wage, salary, and incentive plan administration to ensure compliance with legal requirements.

  • This position may provide services to affiliates of the Company subject to the UNS Energy Code of Conduct and the related Policies and Procedures.

Health and Welfare Benefits

  • Plans, directs, and supervises all activities relating to the administration and maintenance of the employee benefit programs. Develops, implements and controls programs in a manner that ensures cost-effectiveness, market competitiveness, and internal equity among employees. Assists in resolving problems for both active and retired employees. Supervises, evaluates, and acts as a liaison between the Company and all Health & Welfare vendors.

  • Evaluates and compares existing company benefits with those of other employers by analyzing other plans, surveys, and other sources of information. Plans, develops, and/or participates in area and industry surveys. Analyzes results of surveys and develops specific recommendations for review by management. Develops specifications for new plans or modifies existing plans to maintain company's competitive position in labor market, and obtain uniform benefit package for all company locations, where possible.

  • Assists in development of company bargaining proposals for employee benefits and analyzes union benefits demands. Obtains and prepares cost data for company and union proposals and final settlements.

  • Installs approved new plans and changes by preparing announcement material, booklets, and other media for communicating new plans to employees. Conducts employee meetings and arranges for enrollment of employees in optional plans. Conducts employee benefit seminars. Revises and reissues all communications material on benefits from time to time. Advises and counsels management and employees on existing benefits.

  • Prepares and executes, with legal consultation, benefit documentation such as original and amended plan texts, benefit agreements and insurance policies. Instructs insurance carriers, trustees, and other administrative agencies outside the company to effect changes in benefit program. Ensures prompt and accurate compliance.

  • Supervises preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies. Coordinates company benefits, with government sponsored programs.

  • Assures that existing and new benefit programs are adaptable to standardized computer and reporting systems. Develops benefit information and statistical and census data for actuaries, insurance carriers, and management.

  • Develops, prepares, generates, and analyzes ongoing and ad-hoc special reports pertaining to employee benefit information and data, including but not limited to issues such as benefits costs, price tag and credits, enrollment, benefit plan eligibility/definitions, etc.

  • Supervise, provide direction to, review and evaluate performance of subordinate staff engaged in benefit administration, personnel administration, PeopleSoft table generation, and personnel transaction data entry. Evaluate the structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth with emphasis on opportunities (where possible) for individuals.

  • Reviews financial data and ensures accuracy for reporting to auditors and actuaries.

Management Responsibilities

  • Ensure that the Company’s management principles, policies and programs are consistently practiced and continually support the Affirmative Action Plan.

  • Assume fiduciary responsibility for operating the business and provide recommendations on cost improvement measures.

  • Ensure that the Performance Management program is administered uniformly and effectively.

  • Comply with and administer the terms and conditions of the Collective Bargaining Agreement when applicable.

  • Administers personnel functions, including recruiting, review and approval of job descriptions and salary classifications, and selection and placement of personnel. Participates in hiring, termination, promoting, assignment and direction of staff. Ensure compliance with all applicable local, state and federal laws, regulations and standards, company policies, practices and ethical obligations to investigate, evaluate and recommend appropriate resolution to employee complaints.

  • Promotes and participates in the professional development, personal growth and career planning of staff. Motivate, recognize and reward, coach, counsel, train; provide feedback to employees during performance reviews. Participates in Leadership Development programs.

  • Addresses disciplinary and/or performance issues, according to company policy, and communicates effectively with employees regarding corrective action. Has input into the adjustment of grievances and administration of discipline.

  • Plans day-to-day operations, estimates personnel needs and schedules and assigns work. Evaluate the structure and team plan for continual improvement of the efficiency and effectiveness of the group.

Knowledge, Skills & Abilities (Equivalent combination of education and experience will be considered.)

Minimum Qualifications

  • A minimum of 10 years of broad based and progressive experience designing and managing compensation, benefits, and equity programs.

  • Demonstrated strong capabilities in computer software applications in word processing (Word), spreadsheets (Excel), database (Access), presentation (PowerPoint), and human resource management system (e.g., PeopleSoft).

  • Proven experience of working closely on all matters related to Board of Directors and Executive Compensation, including overall competitive compensation positioning, short- and long-term incentive design, and equity management.

  • Demonstrated ability to prepare and present materials in a clear and concise manner providing experiential value.

  • Demonstrated track record of design, development, communication and administration of total rewards strategies and plans, including bonuses, incentives, and other compensation vehicles, retirement plans, and health & welfare benefits.

  • Hands-on doer, as well as strategic thought leader to influence the business.

  • Creative state-of-the-art thinking and practices in compensation, benefits, and total rewards, and ability and willingness to continuously improve and challenge the status quo.

  • Achieve goals through influencing, partnering, and developing productive relationships with executive leadership across the company in order to be recognized as the go-to trusted advisor on all compensation and total rewards issues.

  • Knowledge of HR practices, principles and procedures and fosters productive working relationships by working closely with colleagues across the HR function.

  • Excellent leadership skills, including the ability to create and lead highly effective and successful teams; experience working in environments that drove excellence, held high standards and took a practical but creative/innovative approach to human capital and total rewards.

  • Experience managing projects, including defining scope, managing budgets, driving deliverables, meeting deadlines, and managing competing priorities

  • Well-developed analytical and problem-solving skills, and the ability to connect the dots between the business needs and how HR can best meet those needs

  • Advanced interpersonal, listening and communication skills, including presentation and facilitation skills, and a track record of effectively communicating with and influencing at all levels, including providing critical feedback and the ability to help our executives, managers and employees navigate through difficult situations

  • Strong ability to adapt and collaborate with a high level of professionalism to elevate the Total Rewards delivery model in multiple locations

  • High school diploma or GED

Preferred Qualifications

  • Certified Compensation Professional (CCP) certification

  • Bachelor's degree in personnel management, industrial/labor relations, business administration (or related field) or equivalent combination of education and experience.

  • Broad-based business knowledge including financial analysis, project management, research, and report preparation.

  • Strong analytical ability is required in order to gather and summarize data for reports, find solutions to various administrative problems, and prioritize work.



Pay Rate: Competitive salary based on qualifications and experience

All job offers are contingent on successful completion of a pre-employment drug screen and background check.