Senior Executive Compensation Analyst

Sandisk•Milpitas, CA

2d•Onsite

About The Position

The Senior Executive Compensation Analyst supports the design, analysis, and administration of Sandisk’s executive compensation programs reporting into the Head of Executive Compensation. This role delivers data-driven insights, market intelligence, governance support, and program execution to support Sandisk’s executive talent strategy, partnering closely with senior leaders, HR Business Partners, Stock Administration, Finance, Legal, Payroll, and external consultants to ensure executive compensation programs are competitive, compliant, and aligned with business and shareholder priorities.

Requirements

Bachelor’s degree in Finance, Business, Economics, HR, Accounting, or related field.
6–10+ years of experience in executive compensation, compensation analytics, or total rewards within a public technology company.
Advanced Excel and financial modeling skills with strong executive communication capability.
Experience using executive compensation surveys (e.g., Radford, Willis Towers Watson, Mercer).
Experience partnering cross-functionally within a highly regulated business environment.

Nice To Haves

CECP certification preferred.

Responsibilities

Act as a trusted thought partner and advisor to Total Rewards leadership, HR Business Partners, and senior executives on executive compensation matters.
Translate business strategy, performance outcomes, and talent priorities into data-driven analyses, benchmarking, and governance-aligned recommendations.
Provide consultative guidance on executive offers, retention strategies, promotions, and transitions, balancing enterprise consistency, market competitiveness, and governance considerations.
Handle highly sensitive information with discretion and sound judgment and communicate effectively with senior leadership.
Conduct executive market benchmarking and peer group analysis using external surveys and public disclosures to assess competitive positioning across executive pay levels, incentive design, and governance practices.
Model executive compensation scenarios covering base pay, annual incentives, long-term incentives, and total direct compensation, evaluating outcomes relative to market, internal guidelines, and governance considerations.
Develop clear, executive-ready insights and materials that support informed decision-making by leadership.
Prepare meeting materials for the Compensation and Talent Committee (CTC) of the Board of Directors aligned with the CTC Charter, including incentive design, compensation recommendations, equity budgeting, and scenario modeling.
Support development of proxy disclosure, including CD&A narrative and SEC-required compensation tables, in coordination with Legal, Finance, Investor Relations, and external advisors to ensure accuracy, compliance, and consistency across disclosures and communications. Partner cross-functionally to ensure accuracy, compliance, and consistency across disclosures and communications.
Ensure the effective execution of executive compensation programs, including annual incentives, equity awards, and merit and promotion cycles, through close partnership with HR Business Partners, HR Operations, IT, Payroll, Stock Administration, Legal, and senior leadership.
Monitor external governance and regulatory trends and recommend program or policy enhancements.

Benefits

paid vacation time
paid sick leave
medical/dental/vision insurance
life, accident and disability insurance
tax-advantaged flexible spending and health savings accounts
employee assistance program
supplemental life and AD&D
legal plan
pet insurance
critical illness
accident and hospital indemnity
tuition reimbursement
transit
the Applause Program
employee stock purchase plan
Sandisk's Savings 401(k) Plan
Short-Term Incentive (STI) Plan
Long-Term Incentive (LTI) program (restricted stock units (RSUs) or cash equivalents)