JOB BOARD: Executive Compensation Senior Consultant - 1 Oct 2009

Executive Compensation Senior
Consultant

Palo Alto, California based position
reporting directly to the Head of Executive Compensation.  Qualified
candidates must possess in-depth knowledge and experience in the field
of executive compensation, including senior executive benchmarking,
program design and strategy, and compensation committee support. 
Additionally, candidate must have a strong understanding of the legal
and regulatory framework for executive compensation as well as best
practices in governance and disclosure.

Primary responsibilities include:

• Manage external benchmarking
  process, including annual proxy review and senior executive survey participation. 
  Develop and maintain peer compensation history database.


• Monitor competitive environment
  for trends and information that may influence executive compensation
  – compensation trends, changes in tax, legal, or accounting, M&A,
  staffing changes among  our client’s peer group (e.g., promotions,
  retirements, etc.).  Assist in the development of meaningful summaries
  and effective communication channels.


• Provide direct support to
  the Human Resources and Compensation Committee (HRC).  Responsibilities
  to include:  overall process management, coordination with internal
  and external content providers, research, content development, and logistical
  support (e.g., meeting planning, printing, mailing, etc.).


• Serve as key member of team
  that drafts the Compensation Discussion & Analysis (CD&A) for
  our client’s annual proxy.


• Develop in-depth knowledge
  of the client’s  executive population (i.e., scope of role and
  impact for Directors and above – approximately 4,000 worldwide)


• Assist in the review and
  recommendation of compensation packages based on knowledge of internal
  and external market.


• Develop tools to help manage
  compensation for executive population.  For example, internal and
  external competitiveness, equity holdings, year-end statements, etc.


• Assist with annual (Focal
  Point Review (FPR) for all executives, including Section 16 officers.


• Work with Finance, Accounting,
  Legal, and Tax on program design, program management, and issue resolution.


• Support due diligence related
  to executive compensation programs.

Candidate Profile

This role will be highly visible with
significant interaction with HR and other functional colleagues (e.g.,
legal, finance, etc.) as well as with external consultants.  Candidates
must possess poise, maturity, a keen business sense and an approachable
style.  In addition, the following minimum requirements are expected:

• Minimum of 7 to 10 years
  experience in executive compensation, including executive level benchmarking,
  program design, and compensation committee support.


• Exceptional financial and
  business acumen; in-depth business knowledge.  Technology industry
  a plus.


• Strong relationship management
  skills.


• Strong project management,
  presentation, and communication skills.


• Expert knowledge of the
  legal and regulatory environment as it relates to executive compensation.


• Strong understanding of
  tax and accounting rules applicable to executive compensation.


• Strong systematic knowledge
  of total rewards and other HR functions.

For further information please
contact:    Eileen Finn, Principal

 eileen@eileenfinn.com                    
(O) 212 687 1260              www.eileenfinn.com

Eileen Finn & Associates
is a certified Woman Owned Business and is a Diversity Supplier.