Sr. Director, 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:

NRG is seeking a visionary and strategic Senior Director, Compensation to lead the evolution of our compensation philosophy and programs. This is a highly visible, critical role responsible for designing and implementing comprehensive compensation strategies that attract, retain, and motivate top talent, directly enabling NRG's business objectives.

You will serve as a key advisor to the senior-most executive team and the Compensation Committee of the Board of Directors, providing expert guidance on all compensation matters. This role requires a leader who can balance strategic thinking with flawless execution, serving as the enterprise-wide subject matter expert on broad-based, sales, and executive compensation.

Essential Duties/Responsibilities:

• Strategic Vision & Leadership:
• Define, develop, and execute NRG's long-term compensation strategy, ensuring tight alignment with our business goals, talent philosophy, and financial plans.
• Serve as the primary architect of the company's compensation philosophy, ensuring it remains competitive, equitable, and effective in a dynamic market.
• Lead, mentor, and develop a high-performing compensation team, fostering a culture of partnership, analytical rigor, and continuous improvement.
• Define and manage the annual budget for all compensation programs and departmental operations.
• Executive & Board Engagement:
• Act as the primary point of contact for the preparation of materials and analyses for the Compensation Committee of the Board of Directors.
• Develop compelling and clear presentations on complex and often sensitive executive compensation topics, including short- and long-term incentive design, peer group analysis, and regulatory considerations.
• Confidently and effectively communicate with and advise senior executives and board members, building credibility through deep expertise and data-driven insights.
• Oversee the development of the Compensation Discussion & Analysis (CD&A) section of the annual proxy statement in partnership with Legal and Finance.
• Program Design & Administration:
• Lead the design, implementation, and administration of all compensation programs for the enterprise.
• Executive Compensation: Oversee all aspects of executive pay, including base salary, annual incentives, long-term equity awards, and perquisites.
• Equity Programs: Manage the strategy and administration of all equity compensation programs, including the Employee Stock Purchase Plan (ESPP), Restricted Stock Units (RSUs), and Performance Share Units (PSUs). Monitor share usage, dilution, and market trends.
• Incentive Compensation: Direct the design and governance of the corporate annual bonus plan, as well as all sales and commission-based incentive plans, ensuring they drive the right behaviors and business outcomes.
• Broad-Based Compensation: Oversee the company's job architecture, salary structures, and market pricing activities to ensure internal equity and external competitiveness.

Working Conditions:

• Hybrid work environment with 4 days in the office.
• Work location is open to either Houston, TX or Princeton, NJ.
• Open office environment.
• ~10% travel is required.

Minimum Requirements:

• 10+ years of progressive experience in Compensation, with at least 5 years in a significant leadership role.
• Deep, demonstrable expertise in executive and equity compensation, including a strong understanding of the associated accounting, tax, and SEC regulations.
• Proven experience preparing materials for a Compensation Committee of the Board of Directors.

Preferred Qualifications:

• 15+ years of progressive experience in Compensation, with at least 5 years in a significant leadership role at a publicly traded, Fortune 500 company.
• A Bachelor's degree in Human Resources, Finance, Business Administration, or a related field is preferred. An MBA or advanced certification (e.g., CCP, CECP) is differentiating.
• Direct interaction with, and presentation to, a Compensation Committee of the Board of Directors.

Additional Knowledge, Skills and Abilities:

• Exceptional executive presence and the ability to translate highly complex, technical compensation concepts into clear, concise, and persuasive communications for executive and board-level audiences.
• A strategic mindset with the ability to think critically about the link between compensation, talent, and business performance.
• Strong financial acumen and analytical skills, with a proven ability to model and evaluate the financial impact of compensation programs.
• Demonstrated experience leading and developing a team of compensation professionals.
• Experience with M&A due diligence and compensation integration is a strong plus.

Physical Requirements:

• Work is primarily sedentary (desk work at a computer).

The base salary range for this position is: $208,480-$375,240* *The base salary range above represents the low and high end of the salary range for this position. Actual salaries will vary based on several factors including but not limited to location, experience, and performance. The range listed is just one component of the total compensation package for employees. Other rewards may include annual bonus, short- and long-term incentives, and program-specific awards. In addition the position may be eligible to participate in the benefits program which include, but are not limited to, medical, vision, dental, 401K, and flexible spending accounts.

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.