Executive Compensation Consultant

Executive Compensation ConsultantThe salary range is $113000 to $128000 annually and may also be eligible for incentive pay based on performance.* Actual salary may vary based on factors such as geographic location experience education and skill position is remote within the Central or Eastern Time Zones with the ability to travel as needed (<10%).Youll never be bored in this role and thats a good thing! In this high-impact role you will take lead in managing all Executive Compensation initiatives for Aarons. You will oversee major programs such as the Annual Incentive Plan and LongTerm Incentive Plan guiding project management from strategy through execution. Youll partner with senior leadership preparing materials for the Compensation Committee Board of Directors meeting and supporting compensation for key executives. Your work directly supports CD&Arelated Proxy preparation equity program management and the annual VP market review and recommendation DetailsWhat You Need:Knowledge of executive compensation programs and practicesHighly proficient with Microsoft Office SuiteExcellent communication and interpersonal skillsAbility to effectively engage with senior leaders and influence senior stakeholdersAbility to manage multiple tasks at the same timeAbility to prioritize/work in an environment with competing demands high attention to detail sound judgement and excellent customer service mathematical aptitude; strong analytical and problem-solving skillsStrong interpersonal and communication skills and the ability to interact positively with internal customersAbility to make decisions and operate independently with respect to complex issues and business requirementsAdvanced Excel skills including VLOOKUPs pivot tables and other complex formulasInterpersonal skills are necessary to build effective working relationships with employees at all levels of the organization. Strong organization prioritization project management and consulting skill setWhat Youll Do:Functions as the Lead and Consultant for all activities related to Executive Compensation for Aarons including but not limited to: Aarons Annual Incentive Plan and Long Term-Incentive Plan project management; Compensation Committee and Board preparation and support related to Compensation initiatives for key leaders; annual Proxy preparation support related to CD&A; Board of Director Equity management; annual VP market review process and recommendations as a partner and project manager for broad-based Compensation related projects as and manage Aarons Annual Incentive Plan Process program design and updates eligibility tracking all modeling related to the process upkeep and tracking of multiple metrics all project management related to the communication training and payout of the program and manage Aarons Long Term incentive program - program design and plan upkeep eligibility tracking all modeling related to the processes tracking of metrics leading the annual grant process and vesting events and all project management related to the communication training and vesting of the different types of with Legal and outside Compensation consultant partners to assist with preparing all items and exhibits required for Compensation Committee meetings. Provide assistance to complete annual Proxy items related to the Compensation Discussion & Analysis CEO Pay Ratio and termination tables. Lead or participate as a subject matter expert in the development review implementation and administration of new or revised compensation programs. Responsible for completing complex compensation projects with little or no supervision or guidance. May act as a project lead in one or more annual compensation processes or multifunctional projects or process improvement with any required communication and change management related to the administration of current plans or the revision or creation of new compensation compensation programs including but not limited to: job analysis and evaluation job architecture and leveling maintaining and enhancing salary grade infrastructure executive pay analysis and incentive cohesive recommendations to drive process improvements to advance compensation workflows and program for generating accurate and timely reports as requested. Participates in modeling and costing of a variety of programs as well as the year-end calculation day-to-day compensation activities such as external benchmarking or job evaluation pay administration ad-hoc requests reporting and short-term internal business leaders by researching and responding to questions interpreting policies and otherwise assisting with compensation-related issues. Viewed as a subject matter expert in multiple compensation areas (broad-based incentive executive).Leverage technology drives efficient processes and junior level Team Members and HR partnersAdditional Requirements:Bachelors degree in business administration Finance Human Resources orrelated degree Compensation Professional highly (7) yearsof varied compensation experience including executive compensation Advanced Excel proficiency Total RewardsOur team members are our greatest asset. As an expression of our appreciation Aarons is proud to offer outstanding career training competitive performance incentives excellent advancement opportunities and a distinctive benefits package which includes**:Paid time off including vacation days sick days and holidays Medical dental and vision insurance 401(k) plan with contribution matching*Note that the pay range provided above is the lowest to highest rate we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range and the range may be modified in the future. An employees pay position within the salary range will be based on several factors including but not limited to relevant education qualifications certifications experience skills seniority geographic location performance shift travel requirements sales or revenue-based metrics any collective bargaining agreements and business or organizational needs. Note: No amount of pay is considered to be wages or compensation until such amount is earned vested and determinable. The amount and availability of any bonus commission or any other form of compensation that are allocable to a particular employee remains in the Companys sole discretion unless and until paid and may be modified at the Companys sole discretion consistent with the law. **Benefits vary based on FT and PT employment status.