Director/Head - Executive Compensation & Governance Consulting (11-15 years)

6 months ago

Gurugram, India Aon Full time

Role - Director/Head - Executive Compensation & Governance Consulting 

Business - Talent Solutions

Vertical - Executive Compensation & Governance

Role Type - Core Client Facing

Annual Revenue Responsibility - Yes

People Responsibility - Yes 

Work Location - Mumbai

Travel Involved - Yes 

Education & Experience

Post- Graduate with 10 to 15 years of relevant experience MBA from tier-1 schools is an advantage, Hand-on experience in Executive Compensation or Deep experience in broad- Rewards

About AON

At Aon, we partner with our clients to help shape business decisions for the better. We are not tied to a traditional way of doing things. That is why we can best prepare organizations to manage the challenges of the volatile world in which we now live. We give our clients the clarity and confidence to make better decisions that protect and grow their businesses.

Aon is positioned to deliver innovative solutions that address those unmet client needs and become the partner of choice for all businesses — no matter industry, size or geography — looking to make better and more informed decisions.

That is why we deliver:

Advanced Analytical Capabilities — through the combination of leading technologies, extensive data sources and leading decision-science capabilities. This means our clients are better informed. Distinctive Client Insight — in the form of future-focused advisory services and more extensive subject matter expertise across segments and geographies. This means our clients are better advised. Superior Outcomes — by accelerating innovation that improves access to new sources of capital and introduces relevant solutions that protect and grow our client’s business. This means our clients are able to make better decisions.

About Talent Solutions

Aon's talent solutions business, 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. We also advise clients on the design of executive, employee and sales compensation plans in markets around the globe.

About Executive Compensation and Governance

Executive Compensation and Governance 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

Typical projects can cut across : 

Chairman Remuneration Disclosure/ Directors Renumeration/IPO Readiness/ Founders Compensation/Executive Remuneration Philosophy/ Benchmarking and Pricing/Incentive (Long-Term and Short-Term) Design and Communication/Risk mitigation/ Tracking and Valuation/Enterprise Performance/Executive Scorecards/Pay-for-performance alignment/Succession Planning

Role 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 interface with Aon’s advisory and advisory teams for integrated projects in the areas of broad-based compensation, talent assessments, talent advisory, HR effectiveness and organization effectiveness. 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 You will be expected to build the Governance business and engage with clients in the areas of Board Evaluation, trainings for Compensation Committees as per the requirements under Companies Act – 2013, SEBI Listing Agreement etc. and develop new offers in this field. Technical Competencies for Project Leadership:

o You will also be additionally responsible for:

o People management, typically a team of 7-10 colleagues.

o Thought leadership, typically leading 2 research studies.

o Revenue management

o Business origination, 

o Strategic longitudinal HR Advisory

Skills & Experience

Ability to interact and manage expectations of C-suite executives Exposure to following areas is an advantage: Rewards, Consulting, Exposure to Financial Modelling, Experience on Strategic HR Projects Any of the below professional qualifications is an added advantage - CA, CS, CFA, LLB. Awareness of macro-economics, excel modelling and data-based storytelling

 #LI-SB2

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