Executive Compensation Analyst (Hybrid - Dallas, Tx)

Job Description
The Executive Compensation Analyst will support the executive compensation department in the areas of executive compensation program design and analysis and preparation of executive compensation materials for Senior Management and the Compensation &
Organization (C&
O) Committee. The position will report to the Manager, Executive Compensation and will be a key member of the executive compensation team. The individual assuming this role will work with corporate and global Human Resource/Center of Excellence teams as well as counterparts in finance, accounting, legal, and payroll.
This position will offer flexibility for hybrid work schedules (including both in-office presence and virtual/telecommute) to be based in Dallas, TX.
Responsibilities:
Assist in the evaluation and analysis of executive compensation data.
Participate in the implementation and administration of executive compensation programs and initiatives which include base, variable, and long-term incentive pay.
Conduct market research and benchmarking to ensure competitive and fair compensation practices.
Draft compensation-related proxy tables and assist with preparation of the Compensation Discussion &
Analysis (CD&
A) for inclusion in the annual proxy statement.
Assist in the compilation of perquisite data for Section 16 officers for annual proxy statement reporting.
Conduct research and provide analysis on executive compensation, including the structure of compensation and reviewing public filings such as proxy statements.
Support preparation of deliverables for C&
O Committee meetings andrespond to ad-hoc requests from Senior Management of C&
O Committee Chair.
Support the administration of the Company’s international equity program.
Assist in developing tools and templates to provide analytical support as needed.
Performs other duties and projects as assigned.
Committed and energized to/by:
Thinking and acting globally
Actively and proactively building relationships with business and HR stakeholders to develop and deliver best in class programming.
Leveraging available technology to drive efficient and effective process and provide tool-based solutions.
Continuously documenting and improving processes, eliminating manual and duplicative efforts
Clearly and consistently defining the handoff between the function enablement, delivery, and HR operations teams.