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- Tasks: Lead the design and implementation of executive reward programs for a top financial services firm.
- Company: Catalyst Partners collaborates with leading organisations to enhance their executive compensation strategies.
- Benefits: Enjoy a hybrid work model and competitive compensation packages.
- Why this job: Shape executive pay structures while ensuring fairness and compliance in a dynamic environment.
- Qualifications: Experience in executive compensation, strong analytical skills, and knowledge of UK regulations required.
- Other info: This role is pivotal for driving talent retention and aligning pay with business objectives.
The predicted salary is between 43200 - 72000 £ per year.
Catalyst Partners are delighted to be partnering with a leading financial services organisation who are seeking an experienced Executive Compensation professional to join as the Head of Executive Compensation.
You will lead the strategy, design, and implementation of executive reward programs, ensuring alignment with the company's business objectives and regulatory requirements. You will play a pivotal role in shaping competitive executive pay structures while maintaining compliance with governance standards.
Key Responsibilities:- Develop and implement a comprehensive executive compensation strategy that supports business growth and talent retention.
- Design short- and long-term incentive plans, equity-based compensation, and performance-related rewards for senior executives.
- Partner with senior leadership, HR, and legal teams to ensure compensation structures align with frameworks.
- Prepare reports and presentations for the Remuneration Committee and Board of Directors on executive pay trends and recommendations.
- Monitor market trends and conduct benchmarking analyses to maintain competitive compensation packages.
- Collaborate with finance teams to assess the financial implications of compensation programs.
- Engage with external advisors, consultants, and stakeholders to ensure best practices in executive remuneration.
- Drive transparency and fairness in executive pay policies, ensuring alignment with shareholder interests and corporate objectives.
- Proven experience in executive compensation within the financial services or insurance sector.
- Strong knowledge of UK regulatory frameworks, corporate governance, and remuneration reporting.
- Expertise in designing and implementing executive reward structures, including equity and deferred compensation schemes.
- Demonstrated ability to manage relationships with senior stakeholders and board members.
- Exceptional analytical, financial, and communication skills.
Head of Executive Compensation employer: JR United Kingdom
Contact Detail:
JR United Kingdom Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Head of Executive Compensation
✨Tip Number 1
Network with professionals in the financial services sector, especially those who have experience in executive compensation. Attend industry events or webinars to connect with potential colleagues and learn about the latest trends in executive pay.
✨Tip Number 2
Familiarise yourself with the latest UK regulatory frameworks and corporate governance standards related to executive compensation. This knowledge will not only help you in interviews but also demonstrate your commitment to compliance and best practices.
✨Tip Number 3
Prepare to discuss specific examples of how you've successfully designed and implemented executive reward structures in previous roles. Highlight your analytical skills and ability to align compensation strategies with business objectives.
✨Tip Number 4
Engage with external advisors or consultants in the field of executive remuneration. Building these relationships can provide you with insights and best practices that will be valuable in your role and may even lead to referrals for job opportunities.
We think you need these skills to ace Head of Executive Compensation
Some tips for your application 🫡
Tailor Your CV: Make sure your CV highlights your experience in executive compensation, particularly within the financial services sector. Use specific examples of strategies you've implemented and their outcomes to demonstrate your expertise.
Craft a Compelling Cover Letter: In your cover letter, express your passion for executive compensation and how your skills align with the company's objectives. Mention your understanding of UK regulatory frameworks and your ability to drive transparency in pay policies.
Highlight Relevant Experience: When detailing your work history, focus on roles where you developed compensation strategies or worked closely with senior leadership. Emphasise any experience with equity-based compensation and performance-related rewards.
Showcase Analytical Skills: Since the role requires strong analytical skills, include examples of how you've conducted market trend analyses or benchmarking studies. This will demonstrate your capability to maintain competitive compensation packages.
How to prepare for a job interview at JR United Kingdom
✨Know Your Numbers
As the Head of Executive Compensation, you'll need to demonstrate a strong grasp of financial metrics and compensation trends. Be prepared to discuss specific figures and how they relate to market benchmarks, as well as your previous experiences in designing compensation packages.
✨Understand Regulatory Frameworks
Familiarise yourself with UK regulatory frameworks and corporate governance related to executive compensation. During the interview, be ready to explain how you have ensured compliance in past roles and how you would approach this in the new position.
✨Showcase Your Strategic Thinking
This role requires a strategic mindset. Prepare examples of how you've developed and implemented compensation strategies that align with business objectives. Highlight your ability to think long-term and adapt to changing market conditions.
✨Engage with Stakeholders
Demonstrating your ability to manage relationships with senior stakeholders is crucial. Be ready to share experiences where you've successfully collaborated with HR, legal teams, and board members to create effective compensation structures.
