Executive Compensation Analyst

Executive Compensation Analyst

Job Description

You’re not the person who will settle for just any role. Neither are we. Because we’re out to create Better Care for a Better World, and that takes a certain kind of person and teams who care about making a difference. Here, you’ll bring your professional expertise, talent, and drive to building and managing our portfolio of iconic, ground-breaking brands. In your Executive Compensation Analyst role, you’ll help us deliver better care for billions of people around the world.

Responsibilities:

• Utilize benchmark and internal data to help prepare offers, review and obtain approvals, and prepare new hire information.

• Values stock buyout awards to new hires resulting from forfeited equity

• Internal resource to Compensation and HR Business Partners by providing education related to our executive compensation policies and guidelines. Provide accurate, relevant and timely information concerning interpretation of executive compensation-related best practices and guidelines.

• Review market data on an annual basis to determine market movements. Partner with Sr. Director, Executive Compensation, Compensation, and HR to determine the impact of any market changes.

• Participate in preparing materials for the Compensation Committee and Management Development and Compensation Committee (MDC) meetings

• Collect and prepare the compensation table drafts related to the CD&A section of the Proxy statement. Help to review the final drafts for completeness and accuracy.

• Provide support related all aspects of stock plan ownership.

• Partner with key stakeholders in legal, finance and HR to ensure that all annual compliance requirements related to the global stock plan are completed.

• Participate in the annual compensation planning process of merit increases, short-term incentive, and long-term incentive. Coordinate processing of compensation recommendations for long-term incentive, including analyzing trends, ensuring overall consistency, providing guidance to managers, and researching outliers.

• Conduct job evaluation for Officers to determine appropriate classification level and salary grade according to compensation guidelines and policy. Partner with manager and HR Business Partners within the job evaluation process to gain a better understanding of role and ensure appropriate benchmarking is utilized in market pricing. Ensure proper assignment of job characteristics in the HRIS and audits for consistency.

• Prepares standard and ad-hoc analytical reports on executive compensation. Identifies and researches trends and prepares summary.

• Work with the broader compensation team and managers on special projects.

• Update compensation policies and procedures accordingly, in coordination with counterparts in Legal, Tax, Controllers

About Us:

At Kimberly-Clark, you’ll be part of the best teams committed to driving innovation and growth. We’re founded on 150 years of market leadership, and we’re always looking for new and better ways to perform—so what can you do with that? There’s no time like the present to make an impact at Kimberly-Clark. It’s all here for you at Kimberly-Clark.

In this role you will join the Compensation team and report to Sr. Director, Executive Compensation

About You:

You’re driven to perform at the highest level possible, and you appreciate a performance culture fueled by authentic caring. You want to be part of a company actively dedicated to sustainability, inclusion, wellbeing, and career development.

To succeed in this role, you will need the following qualifications:

• BA / BS or equivalent industrial experience. Advanced degree (Masters, MBA, or PhD) preferred.

• 3 years of executive compensation analysis experience or related experience, consulting executive compensation experience a plus

• Demonstrated expertise level of analytical and PC skills in performance of complex analysis and modeling

• Ability to influences others and form relationships with diverse teams of people with multiple perspectives

• Must be able to guide and influence key stakeholders to drive to appropriate HR and business decisions

• Much of the work is of a high priority nature; therefore a high degree of accuracy, confidentiality and timeliness is required in the completion of assigned projects

• Market-based job evaluation experience

Total Benefits: For a complete overview, see www.mykcbenefits.com

For Kimberly-Clark to grow and prosper, we must be an inclusive organization that applies the diverse experiences and passions of its team members to brands that make life better for people all around the world. We actively seek to build a workforce that reflects the experiences of our consumers. When you bring your original thinking to Kimberly-Clark, you fuel the continued success of our enterprise. We are a committed equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity, age, pregnancy, genetic information, citizenship status, or any other characteristic protected by law.

The statements above are intended to describe the general nature and level of work performed by employees assigned to this classification. Statements are not intended to be construed as an exhaustive list of all duties, responsibilities and skills required for this position.

#LI-Remote

Global VISA and Relocation Specifications:

K-C will support in-country relocation for the chosen candidate for the role.

Primary Location

USA-REMOTE

Additional Locations

USA-GA-Atlanta-Roswell, USA-GA-Atlanta-Roswell, USA-REMOTE-AK, USA-REMOTE-AL, USA-REMOTE-AR, USA-REMOTE-AZ, USA-REMOTE-CA, USA-REMOTE-CA (inactive), USA-REMOTE-CA (inactive), USA-REMOTE-CA (inactive), USA-REMOTE-CA (inactive), USA-REMOTE-CA (inactive), USA-REMOTE-CO, USA-REMOTE-CT, USA-REMOTE-DC, USA-REMOTE-DE, USA-REMOTE-FL, USA-REMOTE-FL (inactive), USA-REMOTE-GA, USA-REMOTE-HI, USA-REMOTE-IA, USA-REMOTE-ID, USA-REMOTE-IL (inactive), USA-REMOTE-IN, USA-REMOTE-KS { 42 more}

Worker Type

Employee

Worker Sub-Type

Regular

Time Type

Full time