Consultant, Executive Compensation

Southern Company•Atlanta, GA

About The Position

The Consultant, Executive Compensation provides direct support to senior leadership and prepares materials for the Compensation and Talent Development Committee for review and approval of compensation programs. As part of Southern Company’s Compensation Team, the position is a key resource for executing the company’s compensation philosophy. It focuses on the design and management of executive compensation programs and short- and long-term incentive programs for all employees, while analyzing emerging issues and coordinating with internal and external partners to develop solutions and innovations. The role contributes to the Total Rewards team’s mission to improve the lives of employees and retirees through strategic human-capital optimization. It applies engagement, analysis, and strategic perspective to executive and broad-based compensation work.

Requirements

Bachelor’s degree in economics, finance, accounting, human resources, or a related field.
At least 5 years of relevant compensation, finance, consulting, or governance experience, including at least 3 years directly supporting executive compensation programs.
Experience preparing Compensation Committee materials and contributing to public-company executive compensation disclosures, including CD&A and related compensation tables.
Experience analyzing and supporting the design and administration of executive annual and long-term incentive programs, including equity-based awards.
Ability to conduct executive compensation benchmarking, analyze proxy and survey data, and model incentive outcomes and alternative program designs.
Ability to manage multiple projects and recurring deadlines independently, maintain accurate supporting documentation, and exercise sound judgment with confidential information.
Strong PowerPoint skills and ability to translate analysis into concise, decision-ready recommendations.
Advanced Excel skills, including complex formulas, lookup functions, pivot tables, scenario analysis, and data reconciliation.
Working knowledge of executive compensation governance, SEC disclosure requirements, and relevant tax and accounting considerations, with ability to collaborate with subject-matter specialists.
Excellent communication skills and ability to communicate complex analysis to different audiences.
Strategic perspective and strong business acumen.
Experience improving compensation processes through reporting tools, automation, or approved AI-enabled tools, with appropriate confidentiality and validation controls.
Creative problem-solving ability and demonstrated attention to detail.
Takes initiative and personal responsibility; demonstrates intellectual curiosity, innovation, and willingness to share ideas; is highly motivated and works well with minimal supervision; and works effectively with others toward common goals.

Nice To Haves

MBA or relevant advanced degree.
Certified Executive Compensation Professional (CECP) designation.

Responsibilities

Prepare analyses and presentations for the Board’s Compensation and Talent Development Committee, identifying alternatives, financial implications, risks, and key decision points; coordinate reviews and inputs with Legal, Finance, Accounting, and other stakeholders.
Evaluate executive compensation market practices and trends, and assess regulatory, legislative, and shareholder developments and their implications for compensation strategy and design.
Develop and coordinate the annual Compensation Discussion & Analysis (CD&A) and related executive compensation tables, including supporting analyses, data validation, and cross-functional review.
Partner on the evaluation and design of executive compensation and broad-based short- and long-term incentive programs; benchmark programs and model incentive outcomes and alternative designs to inform recommendations.
Conduct pay-for-performance analyses to evaluate the relationship between executive compensation outcomes and company performance.
Support preparation and validation of annual Total Rewards Statements for executives.
Partner with HR Delivery and other Total Rewards teams to research and resolve executive compensation questions and concerns.
Build cross-functional relationships and coordinate assigned projects, deliverables, and timelines with internal partners and external advisers.
Support equity and short-term incentive plan governance and administration, including documentation, data reconciliation, and coordination of reviews and approvals.
Research compensation-related accounting, tax, securities law, and governance issues, partnering with subject-matter specialists to assess program implications.
Streamline executive compensation processes, reporting, and documentation through standardization and appropriate automation while maintaining confidentiality, data accuracy, and effective controls.