Senior Compensation Analyst

Senior Compensation And HR Analyst

Essential Utilities, Inc. delivers safe, clean, reliable services that improve quality of life for individuals, families, and entire communities.

Operating as the Aqua (water and wastewater services) and the Peoples and Delta (natural gas) brands, Essential serves approximately 5.5 million people across 10 states. We are committed to sustainable growth, operational excellence, a superior customer experience, and premier employer status - including a competitive and comprehensive benefits package as well as a commitment to career growth opportunities.

We are advocates for the communities we serve and are dedicated stewards of natural lands, protecting more than 7,600 acres of forests and other habitats throughout our footprint.

Our company is one of the most significant publicly traded water, wastewater service and natural gas providers in the U.S.

The Senior Compensation and HR Analyst at Essential Utilities serves a critical role in both the design and management of executive and broad-based compensation programs and the analysis of human resources data to support strategic decision-making. This individual contributor position reports directly to the Chief Human Resources Officer and works in close collaboration with external Executive Compensation Consultants to support the development and execution of competitive, shareholder-aligned compensation strategies.

The analyst is recognized as a subject matter expert in compensation strategy with advanced analytical capabilities to support data-driven decision-making at the highest levels of the organization. They ensure alignment with company objectives and evolving regulatory requirements while benchmarking compensation practices against peer organizations. Additionally, the analyst plays a vital role in the preparation of materials for the Executive Compensation Committee and engages in in-depth analysis of public filings to support executive pay decisions.

In parallel with their executive compensation responsibilities, the analyst supports the broader HR function through data analysis and reporting for both Board and Executive Management of Essential Utilities. They deliver actionable insights by interpreting workforce data, identifying trends, and recommending improvements to key HR programs, services and processes across HR operations.

Responsibilities

• Participate in the design and management of Essential's executive compensation programs, ensuring alignment with business strategy, shareholder expectations and employee retention.
• Serve as a subject matter expert on executive compensation principles, incentive plans, stock administration, and broad-based compensation programs.
• Partner with Executive Compensation Consultants and the CHRO to develop program recommendations and provide detailed financial modeling and scenario analysis.
• Prepare materials and analysis for the Executive Compensation Committee meetings, including benchmarking, pay for performance assessments and regulatory disclosures.
• Prepare the CD&A portion of the annual Proxy statement in partnership with Legal and Finance

HR Analytics

Qualifications

Essential Utilities, Inc., is an Equal Opportunity / Affirmative Action employer. Equal employment opportunity is provided to all employees and applicants for employment without regard to the following legally protected characteristics : race, color, religion, sex, national origin, age, pregnancy (including childbirth and related medical conditions, including medical conditions related to lactation), physical or mental disability, covered-veteran status, genetic information (including testing and characteristics), sexual orientation, gender identity or expression or any other characteristic protected by applicable local, state or federal law. Essential Utilities is committed to providing reasonable accommodation to individuals with disabilities.

To maintain the integrity of the recruitment process and to avoid real or perceived conflicts of interest due to employment and / or assignment of family members and personal referrals, specific guidelines apply to the hiring and assignment of these individuals including, but not limited to :