Executive Compensation Consultant (Los Angeles)

Overview :

EXECUTIVE COMPENSATION CONSULTANT

WHAT IS THE OPPORTUNITY?

The Executive Compensation Consultant works closely with the Senior Executive Compensation Consultant on the analysis, research, implementation and communication of the company's executive and share-based compensation programs including the philosophy, market positioning, pay mix, short- and long term incentive plans as well as related governance, tax, audit and regulatory matters. This position will provide day-to-day support for the administration of the share-based compensation programs. The incumbent will interact with senior management and external consultants / advisors, and will be involved in the preparation of analysis and presentations for executive and compensation committee meetings. In addition, this position will provide analytical support to compensation and broader HR projects, initiatives, programs and process improvement activities.

WHAT WILL YOU DO?

• Working closely with the Senior Executive Compensation Consultant to research, analyze, develop and implement executive base pay and short-and long-term incentive programs. Monitor internal and external competitive pay positioning; conduct competitive benchmarking and survey analysis to evaluate the appropriateness of executive pay levels and programs; develop recommendations for total cash, equity, and total compensation consistent with company objectives as well as the US Region more broadly.
• Perform research and analysis on executive pay design, methodology and trends. Leverage external networks and consultants to remain current on executive compensation programs and best practices.
• Prepare materials and tools of executive compensation for the annual performance review cycle. Model different payout scenarios and performance assumptions.
• In coordination with the City National Bank (CNB) and Royal Bank of Canada (RBC) Compensation team, assist in the process for timely and accurate development of Compensation Committee materials throughout the fiscal year; model executive bonus plan leverage curves and update plan documentation as required; support the annual year end compensation review for Executives, Senior Management, and Covered Employees; and respond to all ad-hoc requests as necessary.
• Provide support to the RBC Canada and RBC US Compensation teams, assisting with the preparation of compensation related required and supplemental tables and footnotes for inclusion in the annual RBC proxy statement. Perform pro-forma and analysis as needed for a variety of partners, including both RBC and CNB Finance teams.
• Assist in modelling and forecasting potential incentive plan design changes and impact on executive compensation.
• Develop initial compensation recommendations for executive level candidates.
• Respond to HR, colleague and management inquiries about the executive compensation program.
• Maintain database of executive agreements, terms and conditions; monitor agreements and administer terms and conditions of contracts to the extent required
• Compile and report annual status of executive stock ownership.
• Monitor trends and practices in executive compensation related industry, financial and regulatory issues.
• Model and recommend stock award guidelines, criteria and division pools for annual allocation to eligible colleagues.
• Support the governance programs and processes
• Administer the stock program including Options, RSUs, PSUs, dividends, vestings, terminations, grant approvals, stock ownership status, vendor communication and management, reporting to Finance and RBC, etc.
• Manage stock plan vendor ensuring participant records are accurate and up-to-date. Troubleshoot issues and respond to colleague inquiries regarding personal accounts and stock awards.
• Participate in long-term incentive surveys. Research the stock program trends and practices in the financial services industry and within company peer group. Report analysis / trends to senior management.
• Special stock related projects as assigned.
• Support the Senior Executive Compensation Consultant in the annual incentive compensation risk review and reporting to compensation committee.
• Support key project and initiatives which may include process improvement, technology, data / reporting, compliance / audit, HR best practices, benefits, etc.
• Assist compensation team with broad based compensation surveys, salary structures, market pricing, annual review cycle, and other compensation projects as needed.

WHAT DO YOU NEED TO SUCCEED?

Required Qualifications

Additional Qualifications

WHAT'S IN IT FOR YOU?

Compensation

Starting base salary : $77,000- $143,000 per year. Exact compensation may vary based on skills, experience, and location.This job is eligible for bonus and / or commissions.

Benefits and Perks

At City National, we strive to be the best at whatever we do, including the benefits and perks we offer our colleagues including :

Get a more detailed look at our Benefits and Perks.

ABOUT US

Since day one we've always gone further than the competition to help our clients, colleagues and communities flourish. City National Bank was founded in 1954 by entrepreneurs for entrepreneurs and that legacy of integrity, community and unparalleled client relationships continues today. City National is a subsidiary of Royal Bank of Canada, one of North Americas leading diversified financial services companies. To learn more about City National and our dynamic company culture, visit us at About Us.

INCLUSION AND EQUAL OPPORTUNITY EMPLOYMENT

City National Bank fosters an inclusive environment where all forms of diversity are valued and leveraged to make us a better company and employer. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sexual orientation, gender identity, national origin, disability, veteran status or other basis protected by law.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Unless otherwise indicated as fully remote, reporting into a designated City National location is an essential function of the job.

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