Executive Compensation Consultant

Executive Compensation Consultant

This position is based in Atlanta, GA in our Galleria office and is a hybrid role. Applicants in CA, CO, DC, HI, IL, MD, MA, MN, NJ, NY, RI, VT, and WA are not eligible for this posting.

Executive Compensation Consultant

You’ll never be bored in this role – and that’s a good thing! The Executive Compensation Consultant with limited direction ensures the ongoing administration of compensation programs for Aaron’s employees.  Serves as a subject matter expert on compensation-related projects and provides analytical support and project management in the delivery of compensation solutions.

gaining useful skills to build a meaningful career.

The Details

What You Need:

• Knowledge of executive compensation programs and practices
• Highly proficient with Microsoft Office Suite
• Excellent communication and interpersonal skills
• Ability to effectively engage with senior leaders and influence senior stakeholders
• Ability to manage multiple tasks at the same time
• Ability to prioritize/work in an environment with competing demands, high attention to detail, sound judgement and excellent customer service orientation.
• Strong mathematical aptitude; strong analytical and problem-solving skills
• Strong interpersonal and communication skills and the ability to interact positively with internal customers
• Ability to make decisions and operate independently with respect to complex issues and business requirements
• Advanced Excel skills including VLOOKUPs, pivot tables, and other complex formulas
• Interpersonal skills are necessary to build effective working relationships with employees at all levels of the organization. Strong organization, prioritization, project management and consulting skill set

What You’ll Do:

• Functions as the Lead and Consultant for all activities related to Executive Compensation for Aaron’s – including, but not limited to: Aaron’s Annual Incentive Plan and Long Term-Incentive Plan project management; Compensation Committee and Board preparation, and support related to Compensation initiatives for key leaders; annual Proxy preparation support related to CD&A; Board of Director Equity management; annual VP market review process and recommendations, etc.
• Function as a partner and project manager, for broad-based Compensation related projects as needed.
• Lead and manage Aaron’s Annual Incentive Plan Process – program design and updates, eligibility tracking, all modeling related to the process, upkeep and tracking of multiple metrics, all project management related to the communication, training, and payout of the program, etc.
• Lead and manage Aaron’s Long Term incentive program - program design and plan upkeep, eligibility tracking, all modeling related to the processes, tracking of metrics, leading the annual grant process and vesting events, and all project management related to the communication, training and vesting of the different types of grants.
• Partner with Legal and outside Compensation consultant partners to assist with preparing all items and exhibits required for Compensation Committee meetings. Provide assistance to complete annual Proxy items related to the Compensation Discussion & Analysis, CEO Pay Ratio, and termination tables. Lead or participate as a subject matter expert in the development, review, implementation, and administration of new or revised compensation programs. Responsible for completing complex compensation projects with little or no supervision or guidance.  May act as a project lead in one or more annual compensation processes or multifunctional projects or process improvement initiatives.
• Assist with any required communication and change management related to the administration of current plans or the revision or creation of new compensation programs.
• Administer compensation programs including but not limited to: job analysis and evaluation, job architecture and leveling, maintaining and enhancing salary grade infrastructure, executive pay analysis, and incentive plans.
• Make cohesive recommendations to drive process improvements to advance compensation workflows and program delivery.
• Responsible for generating accurate and timely reports as requested.  Participates in modeling and costing of a variety of programs as well as the year-end calculation processes.
• Deliver day-to-day compensation activities such as external benchmarking or job evaluation, pay administration, ad-hoc requests, reporting, and short-term projects.
• Support internal business leaders by researching and responding to questions, interpreting policies, and otherwise assisting with compensation-related issues. Viewed as a subject matter expert in multiple compensation areas (broad-based, incentive, executive).
• Leverage technology drives efficient processes and solutions.
• Mentor junior level Team Members and HR partners

Additional Requirements:

• Bachelor’s degree in business administration, Finance, Human Resources, or related field.
• Master’s degree preferred.
• Certified Compensation Professional highly preferred.
• Seven (7) years of varied compensation experience, including executive compensation, Advanced Excel proficiency required.

Aaron’s Total Rewards

Our team members are our greatest asset. As an expression of our appreciation, Aaron’s is proud to offer outstanding career training, competitive performance incentives, excellent advancement opportunities, and a distinctive benefits package which includes**:

• Paid time off, including vacation days, sick days, and holidays
• Medical, dental and vision insurance
• 401(k) plan with contribution matching

*Note that the pay range provided above is the lowest to highest rate we in good faith believe we would pay for this role at the time of this posting.  We may ultimately pay more or less than the posted range, and the range may be modified in the future.  An employee’s pay position within the salary range will be based on several factors including, but limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs. Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

**Benefits vary based on FT and PT employment status.