Executive Compensation Associate Manager
AccentureChicago, IL - Detroit, MI - Houston, TX16 days ago
The Executive Compensation Associate Manager helps to support the Executive Compensation team.
- Compiling, auditing and synthesizing data and varying deliverables (spreadsheets, presentations, comp statements etc.) related to executive level compensation for the Board of Directors, Global Management Committee and Senior Managing Directors
- Collaborate with teams across Legal, Finance and HR for submission of meeting materials, participate in the review cycle prior to each quarterly meeting and other ad hoc assignments in preparation for Board meetings
- Draft communications pertaining to compensation and board compensation administration
- Prepare and track direct hire managing director information and create quarterly direct hire update report
- Assist with Ventures & Acquisition performance and retention plan reviews
- Validate annual proxy statement data for SEC filings (Excel files) and assist with review of drafts of proxy statement
- Assist with Wealth Creation Modeling – compilation and education
- Contribute to other ad hoc managing director and above level compensation administration tasks and special projects as they arise
- Bachelor’s degree
- A minimum of 4 years in a corporate or consulting environment
- A minimum of 2 years of HR, Finance or Comp experience
- A minimum of 3 years of Excel, Word, PowerPoint experience
- Business-related degree (HR, Finance, Business Admin)
- Experience with WorkDay
- Overtime as needed – heavy overtime September to November,
- Ability to work under tight deadlines in a collaborative team environment,
- High attention to detail
- Demonstrated leadership in professional setting; either military or civilian
- Demonstrated teamwork and collaboration in a professional setting; either military or civilian
Equal Employment Opportunity Statement
Accenture is an Equal Opportunity Employer. We believe that no one should be discriminated against because of their differences, such as age, disability, ethnicity, gender, gender identity and expression, religion or sexual orientation. Our rich diversity makes us more innovative, more competitive and more creative, which helps us better serve our clients and our communities.
All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law.
Accenture is committed to providing veteran employment opportunities to our service men and women.
For details, view a copy of the Accenture Equal Opportunity and Affirmative Action Policy Statement
Requesting An Accommodation
Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process.
Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.
If you would like to be considered for employment opportunities with Accenture and have accommodation needs for a disability or religious observance, please call us toll free at 1 (877) 889-9009, send us an email or speak with your recruiter.
Other Employment Statements
Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States and with Accenture.
Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.
Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.
The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.
Unless expressly indicated, this role is not open in the state of Colorado.