The Global Executive Compensation team is looking for an experienced Total Rewards professional to join the team. If you thrive on crunching numbers, managing projects, collaborating with a dynamic team, and unleashing your creativity, then this role may be a great fit for you.

As a function of HR, the Executive Compensation team designs, implements and educates leaders and HR practitioners about Executive level rewards: base, bonus and equity.

You will collaborate with various workstreams (Legal, Finance, broader HR etc.), have exposure to various levels of the organization and be expected to interact regularly and operate well in a collaborative environment. This is a great opportunity for someone who enjoys working on a global team, solving problems with data-driven approaches while being flexible, optimistic and collaborative.

The successful candidate should be able to demonstrate strong proficiencies as well as thrive within the following areas:

• Working with large, global, constantly evolving, complex and matrixed organizations.

• Communicating effectively (verbal and written) with all levels of employees including Managing Directors and members of the Global Management Committee.

• Analyzing large volumes of data with the goal of “telling the story” and providing relevant and concise executive summaries.

• Presenting compensation analysis and deliverables to internal clients and team.

• Being able to adapt to quickly changing deadlines and deliverables and multi-tasking as required.

• Continuously seeking to improve and enhance, including problem-solving and feeling comfortable questioning the status-quo while recommending alternative solutions.

• Demonstrating strong project management and organizational skills and willingness to learn new skills and approaches to Executive Compensation.

Key Responsibilities:

As a key member of the Global Total Rewards Executive Compensation Team, this role contributes to and delivers on a broad variety of Executive Compensation activities, including but not limited to:

• Contributing to, implementing and supporting Executive Compensation program design and strategic initiatives.

• Acting as a subject-matter expert on Accenture Executive Compensation programs and principles.

• Applying proficient knowledge and understanding of market data, salary ranges, bonus plans, and local laws governing compensation.

• Developing and communicating Executive Compensation policies and procedures.

• Work with cross functional team to review Proxy Statement sections, including summary compensation table and associated support, and Compensation Discussion & Analysis.

• Work with Executive Compensation team members to ensure that requisite information is gathered and calculated for CEO pay ratio disclosure in proxy.

• Demonstrating and applying current knowledge as well as proactive research methods for best practices and process improvements to increase efficiencies and quality of deliverables.

• Supporting key compensation processes including cyclical salary administration and promotions, off-cycle compensation adjustments, planning and budgeting, pay equity, market intelligence, etc.

• Creating clear and concise Excel and PowerPoint analysis and presentations.

Basic Qualifications:

• Minimum 5 years of experience in compensation
• Minimum 2 years of experience in Executive compensation

Preferred Qualifications:

• Prior exposure to compensation, survey data, leadership recruiting and equity compensation are highly desirable.
• Advanced Excel skills and experience (e.g., index, lookup, pivot). Working knowledge of Workday and/or SAP desired.
• Strong analytical and problem-solving skills with the ability to translate business requirements into insightful analysis.
• Excellent communication and interpersonal skills with the ability to collaborate effectively with diverse teams.
• Project management skills and experience.
• Strong verbal and written communication skills.
• Experience working in a large, global organization

Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired as set forth below.
We accept applications on an on-going basis and there is no fixed deadline to apply.

Information on benefits is here.

Role Location Annual Salary Range

California $94,400 to $293,800

Cleveland $87,400 to $235,000

Colorado $94,400 to $253,800

District of Columbia $100,500 to $270,300

Illinois $87,400 to $253,800

Maryland $94,400 to $253,800

Massachusetts $94,400 to $270,300

Minnesota $94,400 to $253,800

New York/New Jersey $87,400 to $293,800

Washington $100,500 to $270,300

Chicago, IL

Albany, NY

Arlington, VA

Atlanta, GA

Austin, TX

Beaverton, OR

Bentonville, AR

Boston, MA

Carmel, IN

Charlotte, NC

Cincinnati, OH

Cleveland, OH

Columbus, OH

Denver, CO

Des Moines, IA

Detroit, MI

Hartford, CT

Houston, TX

Irvine, CA

Irving, TX

Kirkland, WA

Los Angeles, CA

Miami, FL

Milwaukee, WI

Minneapolis, MN

Morristown, NJ

Mountain View, CA

Nashville, TN

New York City, NY

Oklahoma City, OK

Overland Park, KS

Philadelphia, PA

Pittsburgh, PA

Raleigh, NC

Redmond, WA

Sacramento, CA

San Diego, CA

San Francisco, CA

Scottsdale, AZ

Seattle, WA

St. Louis, MO

St. Petersburg, FL

Walnut Creek, CA

Requesting an Accommodation

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If you would like to be considered for employment opportunities with Accenture and have accommodation needs such as for a disability or religious observance, please call us toll free at 1 (877) 889-9009 or send us an email or speak with your recruiter.

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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.

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. Further, at Accenture a criminal conviction history is not an absolute bar to employment.

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.

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