At Allstate, great things happen when our people work together to protect families and their belongings from life's uncertainties. And for more than 90 years our innovative drive has kept us a step ahead of our customers' evolving needs. From advocating for seat belts, air bags and graduated driving laws, to being an industry leader in pricing sophistication, telematics, and, more recently, device and identity protection.
Job Description
The Executive Compensation Lead Consultant manages the delivery of core executive compensation initiatives to internal clients by applying professional judgment, knowledge and a broad perspective. The individual is responsible for the research, analysis, implementation and administration of key compensation programs of the Company (e.g., annual incentive program, long-term incentive program, expatriate pay, investments compensation, etc,). In addition, the individual will assist in leading the development and implementation of innovative and competitive executive pay solutions that support the Company's strategic objectives and shareholders' interests. This includes project planning, execution, timing, functionality, quality, communication and cost. The individual manages larger technical projects and may manage aspects of an employee's accountabilities.
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Key Responsibilities:
- Develop effective relationships with accounting, finance, HR, legal and the Company such that the impact of proposed changes to executive compensation programs are fully understood and articulated to Senior Management in advance
- Lead pay benchmarking projects for specific clients including job evaluation, internal and external analysis and recommendations
- Deliver high quality projects on time and budget in a high paced environment
- Manage less complex projects covering key areas of executive compensation including changes to regulatory provisions, employee communication regarding executive and incentive compensation programs, analyzing effectiveness of current incentive plans, ad-hoc report and analysis requests
- Assist in developing meeting materials for the Compensation Committee of the Board of Directors, including competitive data and plan design alternatives and implications
- Lead the implementation, communication, and administration of either the annual or long term incentive plan for all eligible employees, ensuring alignment with business objectives and shareholder interests
Education:
- 4 year Bachelors Degree (Preferred)
Experience:
- 5 or more years of experience (Preferred)
Supervisory Responsibilities:
- This job does not have supervisory duties.
Education & Experience (in lieu)
* In lieu of the above education requirements, an equivalent combination of education and experience may be considered.
Skills
Communication, Compensation Programs, Employee Communications, Executive Compensation, Finance, Financial Investment, Human Resources (HR), Incentive Compensation, Investments, Researching
Compensation
Compensation offered for this role is $85,600.00 - 152,650.00 annually and is based on experience and qualifications.
The candidate(s) offered this position will be required to submit to a background investigation, which includes a drug screen.
Joining our team isn't just a job - it's an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. And one where you can impact the future for the greater good.
You'll do all this in a flexible environment that embraces connection and belonging. And with the recognition of several inclusivity and diversity awards, we've proven that Allstate empowers everyone to lead, drive change and give back where they work and live.
Good Hands. Greater Together.
Allstate generally does not sponsor individuals for employment-based visas for this position.
Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.
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It is the Company's policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee's ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee's terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.