Executive Compensation Consultant

Aarons•Atlanta, GA

2d•$113,000 - $128,000•Remote

About The Position

Executive Compensation Consultant The salary range is $113,000 to $128,000 annually and may also be eligible for incentive pay based on performance.Actual salary may vary based on factors such as geographic location, experience, education, and skill level. This position is remote within the Central or Eastern Time Zones, with the ability to travel as needed (<10%). You’ll never be bored in this role – and that’s a good thing! In this high-impact role, you will take lead in managing all Executive Compensation initiatives for Aaron’s. You will oversee major programs such as the Annual Incentive Plan and Long‑Term Incentive Plan, guiding project management from strategy through execution. You’ll partner with senior leadership, preparing materials for the Compensation Committee, Board of Directors meeting, and supporting compensation for key executives. Your work directly supports CD&A‑related Proxy preparation, equity program management, and the annual VP market review and recommendation process.

Requirements

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

Nice To Haves

Master’s degree preferred.
Certified Compensation Professional highly preferred.

Responsibilities

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