Executive Compensation Analyst

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for an Executive Compensation Analyst based in Canada.

The Executive Compensation Analyst will provide analytical and operational support for executive compensation and broader Total Rewards programs.
Working closely with the Executive Compensation and Total Rewards teams, you will contribute to the design, implementation, and administration of reward programs for senior executives.
You will support compensation committee reporting, annual proxy disclosures, market pricing, and compensation benchmarking activities.
The role also involves developing financial models, analyzing equity programs, and supporting stock plan administration and employee communications.
You will collaborate with internal specialists and external vendors to ensure accurate reporting and compliance with relevant regulations.
This position offers the opportunity to improve compensation processes, contribute to strategic business initiatives, and work across a complex, matrixed organization.

Accountabilities

Support the preparation of Compensation Committee meeting materials, including analytical reports, charts, data analysis, and presentation documents.

Assist with the annual proxy preparation process, including Compensation Discussion and Analysis (CD&A) narratives, disclosures, and supporting tables.

Conduct market pricing and benchmarking for new or revised senior executive positions.

Develop compensation and benefits models to support analysis and decision-making for critical business initiatives.

Participate in compensation surveys, collecting and analyzing market data to assess the organization's competitive pay position.

Consult with subject-matter experts to support compliance with regulations governing executive compensation plans.

Collaborate with the equity administration team on daily, monthly, and quarterly reporting activities.

Coordinate with third-party vendors on tax calculations and related analytical work as required.

Support the distribution of stock grant communications and provide guidance to employees, responding to questions and helping them navigate stock plan accounts.

Contribute to continuous improvement and automation initiatives, including optimizing executive compensation policies, programs, processes, and practices.

Participate in special projects and other departmental initiatives as assigned.

Requirements

Bachelor's degree in Business, a quantitative discipline, or another related field.

At least 5 years of experience in Human Resources, Total Rewards, Finance, or another analytical or related discipline.

General understanding of equity compensation programs and their administration.

Strong analytical capabilities, with the ability to transform data and trends into meaningful insights and strategies.

High attention to detail and accuracy when handling compensation data and reporting.

Proven ability to identify problems, assess potential solutions, and support effective decision-making.

Strong interpersonal and communication skills, with the ability to work effectively across business units and within a matrixed organization.

Ability to collaborate with and influence stakeholders while contributing positively as a team player.

Strong organizational and prioritization skills, including the ability to manage multiple projects and competing deadlines.

Adaptability, eagerness to learn, and a continuous improvement mindset.

Additional assets:

MBA or another advanced degree.

Experience supporting the preparation of Compensation Committee meeting materials.

Benefits

Remote work: Fully remote position.

Full-time employment: Opportunity to contribute to executive compensation and Total Rewards activities within a large, complex organization.

Professional development: Exposure to executive compensation strategy, equity administration, market benchmarking, and regulatory compliance.

Cross-functional collaboration: Opportunity to work with Total Rewards specialists, business leaders, internal teams, and external service providers.

Strategic impact: Involvement in compensation initiatives, process improvements, and projects supporting senior executive populations.