Compensation Advisor, Associate

Responsibilities

• Work closely with the Bernstein Global CEO and Deputy CEO, and other senior stakeholders to manage key Annual Compensation Review (ACR) processes and analytics, including envelope determination, benchmarking, and transversal reviews of compensation across business lines and countries.
• Coordinate with the Paris Compensation & Benefits team, board/management committees (UK and Global), country Finance teams, and Payroll to ensure approval, distribution, and employee communication of compensation decisions.
• Assist in developing and delivering presentations and communications to stakeholders during and outside the ACR cycle.
• Support the preparation of Partnership Executive Committee (PEC) meetings where remuneration is discussed.
• Provide support to Bernstein HR Business Partners globally throughout the ACR process.
• Coordinate and provide information to the central compensation team in Paris on global and local processes as required.
• Help develop, implement, and administer compensation programmes and processes, such as salary grids and McLagan salary survey submissions.
• Manage deferred compensation, including administration of legacy SG and Alliance Bernstein deferral schemes, and produce deferral schedule valuations for HRBPs and employees on an ad‑hoc basis.
• Value out‑of‑vested deferred compensation buy‑out arrangements from prior employers for global candidates.
• Work with Payroll teams to process deferred bonuses, buy‑outs, and cash bonuses, including payroll checks.
• Support the implementation of one‑off compensation arrangements when appropriate.
• Collaborate with HR Systems teams locally and globally to correctly and efficiently implement compensation data in HR systems such as PeopleSoft UK and Cosy.

Regulation

• Work with UK HR, Finance, Risk, Compliance, and the Compensation & Benefits team in France to manage day‑to‑day remuneration‑related regulatory governance for SG’s UK entities.
• Maintain the Material Risk Taker (MRT) list for SG’s UK entities, ensuring its accuracy in partnership with internal departments and the business.
• Model remuneration impact of regulatory requirements and provide necessary information for the annual compensation review.
• Govern the SG UK Remuneration Committees (Remcos) agenda and operations, ensuring high‑quality input and smooth functioning.
• Produce analytical papers for Remcos meetings.
• Work with the heads of HR for SG subsidiary entities in the UK to align Boards, Remcos, and Executive Committees with the latest remuneration regulatory approaches.
• Prepare remuneration disclosures (Remuneration Policy, Statement, Pillar 3) for SG’s UK entities and identify gaps that may require process or policy changes.
• Respond to requests from internal departments, internal audit, and regulatory bodies regarding remuneration topics.
• Support remuneration governance in other European entities (outside France) to identify improvements or gaps in collaboration with local HR.

Profile Required

• Advanced Excel and PowerPoint skills.
• Advanced numerical and analytical abilities.
• Good knowledge of current financial regulatory rules in compensation and their application.
• Ability to work under pressure in a fast‑paced environment with multiple concurrent tasks.
• Sense of urgency to meet deadlines and deliver commitments.
• Highly organised, prioritising tasks effectively and planning for deadlines; resilient to challenges.
• Confident, excellent presentation and communication skills; able to convey complex topics clearly.
• Adaptable and creative in approach.
• Quick grasp of complex scenarios and contextualise within overall role.
• Curious and proactive, eager to understand the wider department context.
• Positive attitude and willingness to exceed standard expectations when required.
• Self‑starter who proactively improves processes and raises issues.
• Meticulous, ensuring high accuracy and attention to detail.
• Team player, ready to contribute across HR activities while managing day‑to‑day analytical tasks.
• Personal integrity, capable of handling sensitive information with trust.

Business Insight

At Société Générale, we believe our people are our strength and core to the success of our business. We search for, recruit, and appoint the best available person on the basis of aptitude and ability, regardless of sex, marital or civil partnership status, race, colour, nationality, ethnic or national origins, pregnancy, disability, age, sexual orientation, religion, belief or gender identity.