Principal Executive Compensation Analyst

Renesas Electronics•Austin, TX

About The Position

The Principal Executive Compensation Analyst is a senior-level compensation professional responsible for designing, administering, analyzing, and governing executive compensation programs for senior leaders and executives. The role advises HR leadership, Finance, and executive stakeholders on executive compensation strategy, long-term incentive programs, and Board of Directors and Compensation Committee processes. It requires deep expertise in executive compensation, equity and stock-based compensation, market benchmarking, governance, and compensation disclosures, along with strong analytical capabilities, attention to detail, executive presence, and discretion in handling highly confidential information. The role supports compensation program design and administration across base salary, annual incentive plans, long-term incentive programs, equity and stock-based awards, and executive retention programs. It also supports Board and Compensation Committee preparation and governance, administers equity programs, develops compensation analyses and financial models, and advises senior leaders. The analyst serves as a subject matter expert and mentors junior compensation analysts. Renesas is an embedded semiconductor solution provider with a global team of over 21,000 engineers and problem solvers in more than 30 countries. Its stated purpose is “To Make Our Lives Easier,” and its TAGIE culture is grounded in being Transparent, Agile, Global, Innovative, and Entrepreneurial. The company describes its work as shaping a safer, healthier, greener, and smarter future through technology for Automotive, Industrial, Infrastructure, and IoT. Renesas offers a competitive benefits package alongside salary; further information is provided during the hiring process. Renesas Electronics is an equal opportunity and affirmative action employer committed to a diverse, discrimination-free work environment. The company also notes that its dual-use technology is subject to U.S. export controls, and that obtaining an export license may be necessary for release of technology to certain persons.

Requirements

Minimum 10 years of progressive compensation experience.
Minimum 5 years supporting executive compensation programs.
Significant experience with equity and stock compensation administration.
Experience preparing Board of Directors and Compensation Committee materials.
Strong expertise in executive compensation benchmarking and market analysis.
Advanced Excel, financial modeling, and data analytics skills.
Strong written and verbal communication skills with executive-level audiences.
Demonstrated ability to manage confidential and highly sensitive information.
Knowledge of executive compensation governance and corporate board practices.
Familiarity with SuccessFactors or other HRIS and compensation systems.

Responsibilities

Support the design, implementation, and administration of executive compensation programs, including base salary, annual incentive plans (STI), long-term incentive programs (LTI), equity and stock-based awards, and executive retention programs.
Conduct market analyses using executive compensation surveys and external benchmark data.
Evaluate executive pay levels against market competitiveness and internal equity principles.
Prepare executive compensation recommendations and supporting analyses for senior leadership decisions.
Lead preparation of Compensation Committee and Board of Directors meeting materials.
Develop executive compensation presentations, briefing documents, and decision-support materials.
Coordinate annual compensation review cycles for executive populations.
Support meeting logistics, documentation, follow-up actions, and governance requirements.
Administer executive equity programs, including RSUs, PSUs, and other long-term incentives.
Coordinate equity grant processes, vesting schedules, award modeling, and reporting.
Partner with Finance, Legal, Tax, Payroll, and external providers to ensure accurate equity administration.
Support equity accounting, disclosure requirements, and compliance activities.
Provide executive-level guidance on stock compensation program design and practices.
Develop executive compensation models, scenarios, and financial impact analyses.
Analyze compensation trends, pay equity considerations, retention risks, and incentive outcomes.
Deliver insights and recommendations to senior HR and business leaders.
Serve as a subject matter expert on executive compensation matters.
Mentor junior compensation analysts and share best practices across the Total Rewards function.