Lead Executive Compensation Consultant The Lead Executive Compensation Consultant is responsible for aiding in the design, implementation, administration, and performance measurement of our executive compensation programs to attract, retain and motivate top talent. This role is highly autonomous with constant use of discretion on matters that result in significant organizational and/or financial impact. Helps to ensure our executive compensation programs and policies align with our organizational goals, industry standards, and stakeholder, regulatory and compliance expectations. Programs include base salary, annual and long-term corporate incentive plans, equity compensation programs, deferred compensation programs, and Board of Director pay. Partners with Finance, Tax and Legal to meet all required filing obligations, works with management to help align programs with accounting and/or regulatory changes and to manage costs. Job Responsibilities: Reporting & Analytics * Owns a variety of complex projects involving analysis, job mapping, project planning, and testing. * Creates all Board Committee materials. * Provides appropriate reporting to Finance, Tax and Legal in support of regulatory filings and disclosures. * Coaches HR Consulting and/or business leaders on executive compensation programs and develops solutions to complex business needs. * Owns proxy table reporting and board of director compensation programs. * Summarizes proxy trends each year to drive improvement and implement best practices. * Understands executive compensation best practices from various proxy advisor firms and large investment houses. Independently advises when programs may not align with expectations. * Creates and develops reporting as necessary for ad-hoc requests and projects. * Completes various ad-hoc projects as assigned. Executive Compensation Program Development and Administration * Autonomously reviews job, pay change and organizational requests, and consults with the business and HR Consulting on best approach. * Ensures Board pay is appropriately implemented and administered, including coordination with HR Operations, Office of the CEO and Legal. * Evaluates offers, counteroffers, above max offers, and retention strategies. * Provides design insights and administers executive compensation programs including short and long-term incentives, deferred compensation, ESPP, perquisites, etc. * Manages end-to-end Q1 planning, processes, system set-up, and execution. * Conducts senior officer orientations to explain programs and answer questions. * Must stay abreast of federal and state regulations and accounting rules impacting executive compensation. * Updates and streamlines processes as appropriate to mitigate risk and compliance issues. * Leads internal and external audit processes as appropriate. Benchmarking * Autonomously benchmarks internal jobs against market data and establishes senior officer leveling criteria. * Conducts highly complex market reviews, and engages Incentive Compensation as needed to ensure alignment and appropriate use of business unit incentive (BUI) plans. * Stays abreast of executive compensation trends to support and inform decision making. Dimensions/Scope Data * Position reports to the Director of Compensation. * Responsible for managing executive compensation and equity programs for the organization. * Manages vendors in relation to program administration. Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled