Director, Executive Compensation

Director – Executive Compensation. London, UK We are currently looking to hire a Director to join our Executive Compensation consulting practice based in London Our growing team consists of experts advising Remuneration Committees, Boards, senior management and HR/Reward teams on levels of pay, long and short-term incentive plan design, choosing and setting performance targets, and remuneration regulation and corporate governance. We help companies that are undergoing change from start-ups and IPOs to mergers and acquisitions, as well as established listed, private and non-commercial organisations. We work with clients in a wide range of industry sectors and locations across EMEA. Our remuneration advisory work is empowered by Aon's market-leading Radford McLagan Compensation Database. We partner with other Talent, Health and Wealth teams in Aon to deliver best-in-class Human Capital Solutions. Aon is in the business of better decisions At Aon, we shape decisions for the better to protect and enrich the lives of people around the world. As an organisation, we are united through trust as one inclusive team and we are passionate about helping our colleagues and clients succeed. What the day will look like As a Director in the Executive Compensation team your key responsibilities will involve: Provision of Executive Compensation consulting services; including supporting public and private companies as they design compensation structures specific to the challenges they face. Supporting and project managing client engagements from assessing the client's business challenges/requirements to designing solutions. Attending new client/project scoping calls, delivering proposals and managing the RFP process with the client, including Procurement and Legal. Execution/client delivery of high calibre professional advice including client reports and presentation at client meetings. Being a member of the Executive Compensation Leadership Team and inputting on business and team strategy. Developing and training team members on execution/client delivery. Managing team members and helping to grow and develop the team knowledge-base and expertise. Technical knowledge on Executive Compensation. To include executive compensation practices, corporate governance on executive pay, incentive design including selection of performance measures, incentive plan types, equity plans, benchmarking and ideally financial services remuneration regulation. Responsible for working in accordance with the Aon UK Limited Risk Management Framework, and compliance with the Aon UK Limited policies, including participation in the management of risks (including completion of mandatory training) that may adversely affect the business, interests or reputation of any Group Company. Skills and experience that will lead to success Articulate with clients and staff providing practical context when communicating technical knowledge of Executive Compensation, including executive compensation design types, corporate governance and regulations. A thorough understanding of remuneration and the issues affecting reward. Incentive design experience, including selection of performance measures and performance calibration. Ideally (but not essential), an understanding of the financial services remuneration regulations, their background, application and likely future development. Experience of advising on their application and implementation. This experience may have been gained through an in‑house Reward, consulting or legal. Degree level preferred. A proven track record of acting as a remuneration consultant or a variety of in‑house remuneration‑related/compensation roles. The precise previous career trajectory with candidates can vary. Strong interpersonal skills building and managing client relationships Collegiate team player and proven experience of mentoring a team, committed to working with and developing team members. Good communication skills – both written and face‑to‑face, ability to simplify and summarise complex information based on client needs. Able to manage stakeholder requirements and expectations. Ability to prioritise tasks and manage multiple initiatives. How we support our colleagues In addition to our comprehensive benefits package, we encourage an inclusive workforce. Plus, our agile environment allows you to manage your wellbeing and work/life balance, ensuring you can be your best self at Aon. Furthermore, all colleagues enjoy two “Global Wellbeing Days” each year, encouraging you to take time to focus on yourself. We offer a variety of working style solutions for our colleagues as well. Our continuous learning culture inspires and equips you to learn, share and grow, helping you achieve your fullest potential. As a result, at Aon, you are more connected, more relevant, and more valued. Aon values an innovative and inclusive workplace where all colleagues feel empowered to be their authentic selves. Aon is proud to be an equal opportunity workplace. Aon provides equal employment opportunities to all employees and applicants for employment without regard to race, colour, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, domestic partner status, or other legally protected status. We welcome applications from all and provide individuals with disabilities with reasonable adjustments to participate in the job application, interview process and to perform essential job functions once onboard. If you would like to learn more about the reasonable accommodations we provide, email #LI-LW1 #LI-hybrid #J-18808-Ljbffr