Senior Analyst, Executive Compensation

Job Description:

JOB SUMMARY:

We are seeking a motivated and detail-oriented Senior Analyst, Executive Compensation to join our dynamic team and help shape our executive compensation strategy. Reporting to the Vice President of Total Rewards and People Operations, in this role you will lead the design and analytics of executive compensation programs and strategies and collaborate with various teams and consultants to develop compensation solutions that align with our organizational goals. Responsibilities include preparing material for Human Capital Committee meetings and annual proxy statement, conducting compensation modeling and analyses, and leading executive compensation initiatives and special projects. Thought leadership and staying abreast of governance trends are essential. Bring your expertise and passion for best-in-class programs to drive our organization’s success.

KNOWLEDGE, SKILLS AND ABILITIES: ​

• Oversee the design, development, and implementation of executive compensation related programs

• Prepare materials for the Human Capital Committee of the Board of Directors (developing meeting agendas, analyses, presentations and reports) and deliver materials to members via board portal

• Develop financial models, conduct ad-hoc analysis to determine the effectiveness and appropriateness of compensation programs, visualize findings and provide recommendations

• Provide technical expertise on executive compensation policies and procedures, strategy, compliance and design

• Prepare the CD&A (Compensation Discussion & Analysis) within the Company's annual proxy statement as well as other compensation and benefits disclosures

• Provide expertise on executive compensation governance issues, including market trends, monitoring regulatory changes, examining pay practices and valuation

• Review executive positions and survey matches

• Assist in designing reports, dashboards and presentations for executive leadership

• Support special projects including due diligence and M&A support

ESSENTIAL JOB FUNCTIONS AND RESPONSIBILITIES:

• Detail-oriented with a high sense of accountability, integrity, and discretion.

• Possess superior communication skills, both written and verbal, to effectively present complex concepts in a clear manner.

• Self-motivated and able to work independently, demonstrating innovative thinking and problem-solving skills, across departments and with all levels of management.

• Exceptional analytical and quantitative skills with a commitment to accuracy.

• Strong understanding of regulatory issues related to executive compensation.

• Excellent analytical skills- ability to work with large data sets from multiple sources.

• Confidence to interpret data and make compensation recommendations.

• Quick to execute ad hoc projects and adapt to change.

• Ability to build strong relationships with all levels within the organization.

• Must be results oriented, customer focused, and able to manage multiple projects simultaneously.

• Ability to influence management.

• Ability to interpret financials and use the data effectively.

EDUCATION & TRAINING:

• Bachelor’s degree in Finance, Business Administration, Human Resources, or relevant field; MBA or relevant certification (e.g., Certified Compensation Professional) is a plus.

• Minimum of 5 years of experience in compensation analysis, preferably in executive compensation.

OTHER QUALIFICATIONS:

The Winning Way behaviors that all Vertex employees need in order to meet the expectations of each other, our customers, and our partners.

• Communicate with Clarity - Be clear, concise and actionable. Be relentlessly constructive. Seek and provide meaningful feedback.

• Act with Urgency - Adopt an agile mentality - frequent iterations, improved speed, resilience. 80/20 rule – better is the enemy of done. Don’t spend hours when minutes are enough.

• Work with Purpose - Exhibit a “We Can” mindset. Results outweigh effort. Everyone understands how their role contributes. Set aside personal objectives for team results.

• Drive to Decision - Cut the swirl with defined deadlines and decision points. Be clear on individual accountability and decision authority. Guided by a commitment to and accountability for customer outcomes.

• Own the Outcome - Defined milestones, commitments and intended results. Assess your work in context, if you’re unsure, ask. Demonstrate unwavering support for decisions.

COMMENTS:

The above statements are intended to describe the general nature and level of work being performed by individuals in this position. Other functions may be assigned, and management retains the right to add or change the duties at any time.