Executive Compensation Consultant IV

Job Summary:

In addition to the responsibilities listed below, this position also performs executive market pricing and complex analysis by auditing and evaluating survey data for variable and non-variable executive compensation; analyzing executive competitive labor market trends and preparing materials for the board presentations; performing job evaluations by indentifying benchmarks for competitive executive compensation packages and consulting with business partners; designing the executive incentive plan measures by coordinating with executive leadership and collecting and calculating regional quarterly and annual results;

conducting annual review cycle by coordinating with the regional stakeholders and calculating the merit, incentive and LTIP payout.

Essential Responsibilities:

• Practices self-development and promotes learning in others by proactively providing information, resources, advice, and expertise with coworkers and customers; building relationships with cross-functional stakeholders; influencing others through technical explanations and examples; adapting to competing demands and new responsibilities; listening and responding to, seeking, and addressing performance feedback; providing feedback to others; creating and executing plans to capitalize on strengths and develop weaknesses;
  
  supporting team collaboration; and adapting to and learning from change, difficulties, and feedback.

• Completes work assignments and supports business-specific projects by applying expertise in subject area; supporting the development of work plans to meet business priorities and deadlines; ensuring team follows all procedures and policies; coordinating resources to accomplish priorities and deadlines; collaborating cross-functionally to make effective business decisions; solving complex problems; escalating high priority issues or risks as appropriate; and recognizing and capitalizing on improvement opportunities.

• Administers and assists in the development of compensation policies and programs by researching and analyzing compensation related issues; evaluating programs, policies, and practices to ensure implementation aligns with KPs strategic business and HR imperatives; providing insight on the development of proposals for programs; reviewing statutory requirements governing compensation administration; reviewing and maintaining company salary structure, FLSA exemptions, and job revision/creation; reviewing and providing recommendations on incentive and recognition programs;
  
  analyzing reports; and conducting FLSA and equity reviews.

• Develops compensation analysis plans by researching and analyzing data; evaluating input and coordinating resources to fulfill objectives; and ensuring project schedules are tracked and maintained.

• Performs market pricing and analysis by auditing and evaluating compensation survey data; analyzing competitive salary information; researching issues related to compensation surveys; assessing competitive labor market trends; informing salary structures and market positioning to support labor negotiations, talent acquisition, financial planning, and other business processes; performing job matching and determining benchmarks for equitable and competitive employee compensation.

• Conducts and/or serves as a lead for salary planning activities by

researching and recommending salary adjustments; identifying corrective or alternative actions to resolve compensation-related problems; providing costing and recommendations for salary budgets and escalations; advising on payout calculations of compensation plans; and implementing and documenting compensation policies and pay practices.

• Consults with business partners to evaluate job content and employee responsibilities by auditing job content and their match to employee job duties; making recommendations for reclassifications; preparing or revising job descriptions to reflect job responsibilities, activities, duties, and requirements; and identifying new or revised classifications to determine appropriate salary grade assignments.

• Assists with the management of projects or compensation components of larger cross-functional projects; assisting in the development, analysis, and management of project plans; and coordinating project schedules based on resource forecasts.

• Supports and participates in the planning and development of HR compensation implementation strategies, programs, and policies by researching challenges and providing recommendations; implementing…