Job Information
AON Consultant - Executive Compensation Consulting in Mumbai, India
Role - Consultant - Executive Compensation Consulting
Business - Talent Solutions Consulting
Team - Executive Compensation & Governance
Role Type - Core Client Facing
Work Mode - In Office
Education & Experience
• Full time Masters/MBA in (HR, Statistics, Math’s, Commerce, Economics) from Tier 1 Schools with 1-3 Years of Experience or CA's with 3-4 years’ experience
• Graduates with 6-7 years of relevant experience in Executive Compensation domain.
• Significant exposure in the area of Compensation & Rewards design, Salary Benchmarking, Designing LTI and STI plans, Job Evaluation, global compensation design
About AON
Aon is in the Business of Better Decisions
Our world is changing. Uncertainty has become the new constant in a world that is increasingly volatile and where new business models are rising and falling at an ever-increasing speed. With this change comes a pressing need for businesses to make important decisions more often. Some will be easy, others difficult. There’ll be some that may seem small, but all have the potential to have a profound impact.
At Aon, we partner with our clients to help shape business decisions for the better.
Talent Solutions Consulting
Aon's Talent solutions consulting practice, spanning 2,000 colleagues in more than 30 countries, is home to the firm's rewards, talent assessment, and performance & analytics practices. We apply this expertise, and our market-leading workforce data, to help clients tackle transformational projects. Aon’s rewards practice, including the McLagan and Radford survey platforms, provides industry-focused compensation insights to more than 7,000 clients each year. We also advise clients on the design of executive, employee and sales compensation plans in markets around the globe.
Executive Compensation & Governance Team
Aon's Executive Compensation and Governance consulting team addresses critical Performance, Rewards and Select Talent Issues concerning Boards and Executive Management :
• Integrated executive pay, governance and equity lifecycle support
• Aligning pay and performance because establishing an appropriate link between the two is what matters most to your people and shareholders
• Best-in-class data assets that go beyond the Top 5 and provide a consistent framework to evaluate other layers of executive management
• Deep sector expertise allowing us to understand the business issues and find solutions that work within the context of our competitive landscape
• Collaborative approach between the advisor, compensation committee and management, understanding that effective solutions can’t be achieved unless all stakeholders are active participants in the process.
Key Responsibilities
• You will be expected to research and understand Industry Archetypes and Business Models. You will apply this knowledge to advise and enable solution delivery on matters of Rewards, Performance and Talent to Boards and Executive teams. You will be expected to design business-aligned executive remunerations strategies.
• You will be expected to engage with clients on projects related to Senior/Top Management and Board compensation. These projects would typically be around structuring and benchmarking of CXO level pay and involves working with client representatives (typically senior HR executives like Head C&B, Head HR; CEOs, Compensation Committees) in defining the right comparator group(s), collection of market data from primary and secondary sources, analysis of market data, report preparation and presentations to the top management and/or the Compensation Committee of the Board
• You will also be expected to engage with clients in designing stock and cash based long term incentive programs for the senior management (or even for broad-based population). This shall include understanding the client’s business context and financial plans, evaluating various possible plan alternatives, preparation of plan(s), discussions with management / board on cost implications from P&L (accounting) impact and dilution perspective, alignment with regulations (SEBI, Companies Act etc.), finalize plan structures and assist in implementation.
• You will be expected to develop a very strong understanding of relevant laws and regulations pertaining to executive compensation and share based compensation (e.g. relevant sections of Companies Act, SEBI Regulations on Share Based Payments etc.) and be up to date with any changes
Skills & Experience
o Ability to interact and manage expectations of C-suite executives.
o Ability to work independently and on a team across multiple projects.
o Key Behaviors: Problem Solving Ability, Teams with others , Quality focus.
o Proven ability in coordinating and liaising with multiple parties within and across geographies.
o Exposure to below areas is an advantage:
o Rewards, Consulting, Exposure to Financial Modelling, Experience on Strategic HR Projects
o Any of the below professional qualifications is an added advantage.
o CA, CS, CFA, LLB.
o Awareness of macro-economics, excel modelling and data-based storytelling.
#LI-SB2
2544454
Role - Consultant - Executive Compensation Consulting
Business - Talent Solutions Consulting
Team - Executive Compensation & Governance
Role Type - Core Client Facing
Work Mode - In Office
Education & Experience
• Full time Masters/MBA in (HR, Statistics, Math’s, Commerce, Economics) from Tier 1 Schools with 1-3 Years of Experience or CA's with 3-4 years’ experience
• Graduates with 6-7 years of relevant experience in Executive Compensation domain.
• Significant exposure in the area of Compensation & Rewards design, Salary Benchmarking, Designing LTI and STI plans, Job Evaluation, global compensation design
About AON
Aon is in the Business of Better Decisions
Our world is changing. Uncertainty has become the new constant in a world that is increasingly volatile and where new business models are rising and falling at an ever-increasing speed. With this change comes a pressing need for businesses to make important decisions more often. Some will be easy, others difficult. There’ll be some that may seem small, but all have the potential to have a profound impact.
At Aon, we partner with our clients to help shape business decisions for the better.
Talent Solutions Consulting
Aon's Talent solutions consulting practice, spanning 2,000 colleagues in more than 30 countries, is home to the firm's rewards, talent assessment, and performance & analytics practices. We apply this expertise, and our market-leading workforce data, to help clients tackle transformational projects. Aon’s rewards practice, including the McLagan and Radford survey platforms, provides industry-focused compensation insights to more than 7,000 clients each year. We also advise clients on the design of executive, employee and sales compensation plans in markets around the globe.
Executive Compensation & Governance Team
Aon's Executive Compensation and Governance consulting team addresses critical Performance, Rewards and Select Talent Issues concerning Boards and Executive Management :
• Integrated executive pay, governance and equity lifecycle support
• Aligning pay and performance because establishing an appropriate link between the two is what matters most to your people and shareholders
• Best-in-class data assets that go beyond the Top 5 and provide a consistent framework to evaluate other layers of executive management
• Deep sector expertise allowing us to understand the business issues and find solutions that work within the context of our competitive landscape
• Collaborative approach between the advisor, compensation committee and management, understanding that effective solutions can’t be achieved unless all stakeholders are active participants in the process.
Key Responsibilities
• You will be expected to research and understand Industry Archetypes and Business Models. You will apply this knowledge to advise and enable solution delivery on matters of Rewards, Performance and Talent to Boards and Executive teams. You will be expected to design business-aligned executive remunerations strategies.
• You will be expected to engage with clients on projects related to Senior/Top Management and Board compensation. These projects would typically be around structuring and benchmarking of CXO level pay and involves working with client representatives (typically senior HR executives like Head C&B, Head HR; CEOs, Compensation Committees) in defining the right comparator group(s), collection of market data from primary and secondary sources, analysis of market data, report preparation and presentations to the top management and/or the Compensation Committee of the Board
• You will also be expected to engage with clients in designing stock and cash based long term incentive programs for the senior management (or even for broad-based population). This shall include understanding the client’s business context and financial plans, evaluating various possible plan alternatives, preparation of plan(s), discussions with management / board on cost implications from P&L (accounting) impact and dilution perspective, alignment with regulations (SEBI, Companies Act etc.), finalize plan structures and assist in implementation.
• You will be expected to develop a very strong understanding of relevant laws and regulations pertaining to executive compensation and share based compensation (e.g. relevant sections of Companies Act, SEBI Regulations on Share Based Payments etc.) and be up to date with any changes
Skills & Experience
o Ability to interact and manage expectations of C-suite executives.
o Ability to work independently and on a team across multiple projects.
o Key Behaviors: Problem Solving Ability, Teams with others , Quality focus.
o Proven ability in coordinating and liaising with multiple parties within and across geographies.
o Exposure to below areas is an advantage:
o Rewards, Consulting, Exposure to Financial Modelling, Experience on Strategic HR Projects
o Any of the below professional qualifications is an added advantage.
o CA, CS, CFA, LLB.
o Awareness of macro-economics, excel modelling and data-based storytelling.
#LI-SB2