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

Provides strategic consultation and guidance on compensation philosophy, programs, practices, and governance. Plays a leading role in the design, analysis, implementation, and continuous improvement of compensation programs that support business objectives, talent strategies, market competitiveness, and regulatory compliance.

Key Duties and Responsibilities

Influences the development, implementation, and continuous improvement of compensation programs, policies, and strategies that support organizational objectives, workforce needs, market competitiveness, internal equity, and regulatory compliance.

Serves as a trusted advisor to executive leadership, Human Resources leaders, Human Resources Business Partners, and business leaders on complex compensation matters, including job evaluations, organizational restructures, workforce transformations, and critical talent retention strategies.

Conducts complex compensation analyses, including market pricing, organizational design impacts, compensation competitiveness, pay equity, and off-cycle reviews; develops business cases, cost analyses, methodologies, and executive-level recommendations to support compensation decisions.

Collaborates in the design, evaluation, and implementation of compensation structures, salary administration programs, incentive plans, recognition programs, and other pay initiatives.

Influences the design, implementation, governance, and continuous improvement of the organization's job architecture, including career frameworks, job families, leveling methodologies, and job evaluation practices to support workforce planning, career development, and pay program effectiveness

Serves as a project lead for large-scale compensation initiatives and enterprise-wide projects by establishing project plans, implementation strategies, communication approaches, and stakeholder engagement plans; influences cross-functional teams without direct reporting authority. This may include preparing executive compensation analysis and materials for the Executive Compensation Committee (ECC) of the Board.

Identifies and implements opportunities to enhance compensation processes, systems, reporting capabilities, and operational effectiveness.

Designs and delivers compensation education, communication, and change management strategies to strengthen leader and employee understanding of compensation programs and practices.

Mentors and provides technical guidance to compensation staff and other Human Resources professionals.

Regular and reliable attendance is required in performance of job.

Employee may be required to perform additional duties as assigned.

Education Requirements

Bachelor's degree in human resources, business administration or related field preferred; or an equivalent combination of education and additional work experience. (Typically, one and a half to two years of relevant experience is equivalent to one year of formal education.)

Experience

In addition to education, this role typically calls for eight to ten years of relevant professional experience. (Minimum of seven years’ relevant experience are required).

Experience designing, implementing, and administering compensation programs and policies.

Experience conducting compensation analyses, market pricing, salary structure development, incentive design, and job evaluation.

Demonstrated experience consulting with senior leaders on strategic compensation matters.

Experience leading enterprise-wide projects and influencing cross-functional stakeholders.

Advanced analytical and financial modeling experience with the ability to develop strategic recommendations from complex data.

Experience developing and presenting executive-level materials and recommendations.

Broad knowledge of compensation regulations, governance requirements, and industry best practices.

Demonstrated ability to influence decisions, manage competing priorities, and lead through ambiguity.

Experience with job architecture design, salary administration, incentive programs, and market pricing methodologies.

Experience with proxy statements, incentive plan documents, and equity compensation plan design and administration.

Strong strategic thinking, business acumen, and problem-solving skills.

Demonstrated presentation, facilitation, and executive communication skills.

Ability to effectively communicate complex compensation concepts to diverse audiences.

Demonstrated ability to read and write fluently in English.

Licenses and Certifications

Preferred applicable driver's license.

Preferred Certified Compensation Professional (CCP).

Preferred Professional in Human Resources (PHR).

Additional Requirements

Mobility to travel in and around office surroundings and job sites out of doors. Requires travel to company locations; industry meetings; and training and certification courses in-state and out-of-doors.

Able to operate office tools and equipment required.

Communicate and/or exchange information; conduct oral presentations.

Visual abilities sufficient to perform job duties.

This job description is meant as a guideline for employees of ONE Gas, Inc. It is not a definitive or exhaustive description and consequently may not include all tasks or functions related to the position. This document does not create, and is not part of, an employment contract. Please note the position may change to meet the changing requirements of the business. Employees may be assigned duties either, in addition to or instead of, those set out in this document and the position is subject to further changes at management’s discretion.

ONE Gas provides natural gas distribution services to more than 2.3 million customers in Kansas, Oklahoma and Texas. Headquartered in Tulsa, Okla., its divisions include Kansas Gas Service, the largest natural gas distributor in Kansas; Oklahoma Natural Gas, the largest in the state; and Texas Gas Service, the third largest in the state in terms of customers.

Its largest natural gas distribution markets by customer count are Oklahoma City and Tulsa, Okla.; Kansas City, Wichita and Topeka, Kan.; and Austin and El Paso, Texas. ONE Gas serves residential, commercial, industrial, transportation and wholesale customers in all three states.

Inclusion & Diversity is a core value at ONE Gas. We know that every employee makes a difference and contributes to our success through their unique talents and abilities. We also acknowledge that we can accomplish great things by listening and learning from each other.

ONE Gas has great benefits! Here are just a few:

Medical/Dental/Vision packages that fit your family's needs.

Paid Time Off

401(K) plan that is 100% matched up to 6%.

Profit Sharing contributions may also be made under the 401(k) Plan.

Paid Parental Leave.

Basic and Optional Employee Term Life Insurance.

Education Assistance and Tuition Reimbursement.

The job description is not intended to be a complete list of all responsibilities, duties, or skills required for the job and is subject to review and change at any time, with or without notice, in accordance with the needs of One Gas. Where positions are covered by a collective bargaining unit agreement, the terms and conditions of the agreement will apply.

ONE Gas, Inc., and its divisions will provide equal employment opportunity for qualified persons without regard to sex, race, religion, color, national origin, ethnicity, age, sexual orientation, gender identity or expression, disability, military status or genetic information or any other federal, state or local protected class.