If you’re passionate about becoming a Nationwide associate and believe you have the potential to be something great, let’s talk. At Nationwide®, “on your side” goes beyond just words. Our customers are at the center of everything we do and we’re looking for associates who are passionate about delivering extraordinary care.

The Sr. Consultant, Compensation will support Property and Casualty (P&C) as well as Nationwide Financial (NF) lines of business.

The preferred candidate will be:

• Versatile, relationship-oriented professionals with expansive technical skills and understanding of evolving market conditions

• Committed to providing actionable guidance to help HR and business partners make informed pay decisions and achieve success.

• Delivers data driven recommendations while balancing consistency across Nationwide.

This will be a hybrid work schedule.

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Job Description Summary

Do you thrive where you can build a strong corporate culture, develop and lead strategic initiatives, lead an HR team, and support associates developing to their fullest potential? At Nationwide, our Corporate Compensation team understands the business and collaborates with our Human Resources partners and leaders to help the business grow.

As Senior Consultant in Compensation, you will lead compensation consulting for a large business segment of the company. As a critical partner to Human Resources (HR) business partners and business leadership, you'll own the design, development and execution of all compensation, variable rewards programs and initiatives for executives and associates, ensuring alignment with the mission, values and business strategy. If you have a proven background in compensation and a passion for collaboration, analysis, leading, and producing results in an effective and efficient manner and are able to display confidence, accountability, and resilience in a high pace environment, this job is for you!

Job Description

Key Responsibilities:

• Develops, implements and manages compensation philosophy and programs for associates and executives.

• Builds and maintains a trusted advisor relationship with HR and leaders to influence and impact compensation outcomes. Counsels on pay decisions, incentive plans, compensation practices and interpretation of policies and guidelines. Directs the annual compensation planning process which includes merit process, review and design of incentive plans.

• Champions an innovative and agile approach to work. Guides the decision-making process and outcomes by providing detailed analysis/models, creative/innovative recommendations, and advice to leaders and HR partners.

• Ensures that jobs are appropriately valued based on external market data and internal equity. Leads the development and administration of a compensation salary survey database of external wage rates and programs and may participate in salary survey group meetings as needed.

• Develops, delivers and implements compensation-related communications and initiatives to drive continued education and transparency for all facets of compensation for both HR and business leaders.

• Collaborates with Recruiting to support and guide leaders on compensation-related activities including strategic new hire offers, promotions, etc. Recommends offer components including base, short- and long-term incentives, and replacement compensation.

• Elevates the proficiencies of the organization by staying current and sharing knowledge on key trends, as well as networking with compensation professionals in other companies and professional organizations to stay abreast on effective practices and emerging issues.

• Stays up-to-date on current legislation to support compliance with applicable employment-related federal and state statutory requirements regarding employee pay. Presents and discusses these findings with the team and partners.

• Leads sophisticated projects with potential for significant and long-term impact. Authorizes, prioritizes and leads projects across departments and business units. Represents the company on task forces, committees and project assignments.

• May serve as a member of the Compensation leadership team, providing input to strategy development and planning, and implementing the overall strategy.

• May hire and develop talent, provide consistent mentoring and feedback.

May perform other responsibilities as assigned.

Reporting Relationships: Reports to Associate Vice President; may lead a team of up to three compensation professionals; may also manage others in matrix reporting relationship.

Typical Skills and Experiences:

Education: Undergraduate studies in areas such as business administration, human resources and psychology or graduate level studies in business or industrial psychology.

License/Certification/Designation: Certified Compensation Professional (CCP) designation preferred.

Experience: Ten years of progressively more responsible human resource management responsibility. Must have deep experience in one or more HR technical/specialty areas, including six years in a compensation-related field.

Knowledge, Abilities and Skills: Sophisticated analytical skills with experience in compensation analysis, crafting and implementing variable compensation programs, completing job evaluations at all levels, administration of market survey and compensation administration, and program impact related to short-term and long-term business results. Uses appropriate methods to solve difficult problems with effective solutions, probes all available sources for answers, can see hidden problems and looks beyond the obvious for viable solutions.

Consultative and collaboration skills to persuade all levels of leaders, including senior executive officers. Strong communication skills, including demonstrated facilitation skills. Strong eye for business to proactively assess organizational issues and trends that translate to potential impacts on business.

Other criteria, including leadership skills, competencies and experiences may take precedence.

Staffing exceptions to the above must be approved by the hiring manager’s leader and HR Business Partner.

Values: Regularly and consistently demonstrates the Nationwide Values.

Job Values:

Overtime Eligibility: Not Eligible (Exempt).

Working Conditions: Normal office environment. Occasional travel. Non-standard or extended work may be required based on project needs.

ADA:  The above statements cover what are generally believed to be principal and essential functions of this job.  Specific circumstances may allow or require some people assigned to the job to perform a somewhat different combination of duties. 

Interested? Learn more here!

This role is responsible for supporting design, administration, compliance, communication, and governance of equity and executive compensation programs. This role plays a key part in ensuring equity and executive compensation plan administration aligns with regulatory requirements, plan rules and delegated committee authority, maintaining related policies and procedures, managing equity plan operations including ESPP, supporting Compensation Committee materials, and delivering accurate, timely analysis and reporting. This position partners closely with HR Partners, Northwest executives and managers, Legal, Finance, Payroll, internal and external auditors, and external vendors to deliver competitive, compliant, and shareholder-aligned equity and executive compensation programs.

Essential Functions

·       Administer equity compensation programs, including RSUs, PSUs, RSAs, and stock options

·       Oversee day-to-day operations of equity plans: grants, vesting, exercises, distributions, and terminations

·       Partner with stock plan administrators and external vendors to ensure accurate recordkeeping and participant support

·       Maintain equity data integrity across systems (e.g., Workday and Fidelity stock plan administration platform)

·       Administer ESPP program, including enrollment cycles, contribution processing, purchase execution, and participant communications

·       Ensure plan compliance with IRS and SEC regulations (e.g., Section 423 requirements)

·       Monitor participation levels and analyze plan effectiveness

·       Work with Payroll and Finance to ensure accurate deductions, purchase funding, refunds, payroll account activity, general ledger reconciliation, and related financial controls

·       Support the design and delivery of executive compensation programs, including annual and long-term incentives

·       Prepare Compensation Committee materials, including analysis, exhibits, and presentation decks

·       Assist with modeling pay scenarios, data analytics, dilution, burn rate, share usage modeling, walk away value analysis, etc.

·       Support executive compensation disclosures (e.g., proxy/CD&A tables, equity tables)

·       Serve as the point of contact for employee inquiries related to equity awards and ESPP

·       Develop and deliver communications, educational materials, and training sessions to improve employee understanding of equity compensation

·       Provide guidance on transactions, tax implications (at a high level), and platform navigation

·       Partner with HR Business Partners, Northwest executives, and managers to educate stakeholders on equity and executive compensation program enhancements, tools, processes, and new technology

·       Resolve associate questions and issues by interpreting applicable equity and executive compensation policies, procedures, plan provisions, and administrative guidelines

·       Ensure compliance with U.S. regulatory requirements (e.g., SEC reporting, Section 16, Section 409A, IRC 162(m), SOX, etc.)

·       Support preparation and filing of Forms 3, 4, and 5

·       Assist in maintaining insider trading compliance processes, including blackout periods and pre-clearances

·       Support internal and external audits by providing documentation and reports

·       Perform SOX control procedures and maintain meticulous document trails

·       Partner with Legal on equity plan documents and amendments

·       Maintain established equity and executive compensation policies, procedures, guidelines, objectives, quality standards, and related governance documentation

·       Conduct audits to support equity compensation data accuracy, executive compensation governance, internal equity considerations, and compliance with applicable federal, state, and local regulations

·       Identify, research, and monitor changes in equity and executive compensation laws and regulations; summarize impacts and recommend appropriate next actions

·       Ensure equity and executive compensation plan administration is consistent with plan documents, committee approvals, delegated authority, and internal governance requirements

·       Reporting & Analytics

·       Prepare recurring and ad hoc reports (e.g., equity overhang, run rate, executive pay benchmarking)

·       Support financial reporting requirements (ASC 718 stock-based compensation expense) in partnership with Finance

·       Partner with Finance on equity expense tracking, accruals, reconciliations between the equity administration system, payroll accounts, and the general ledger

·       Support year-end equity and executive compensation reporting processes, including W-2, cost basis, taxable income, withholding, and related participant or vendor reporting

·       Analyze market data to inform equity and executive compensation strategies

·       Develop dashboards and insights for senior leadership

·       Identify and implement improvements to equity and executive compensation processes

·       Support system implementations or enhancements (e.g., stock plan platforms, reporting tools)

·       Leverage generative AI tools strategically to accelerate learning and enhance operational efficiency

·       Document procedures and maintain strong internal controls

·       Ensure compliance with Northwest’s policies and procedures, and Federal/State regulations

·       Navigate Microsoft Office Software, computer applications, and software specific to the department to maximize technology tools and gain efficiency

·       Work as part of a team

·       Work with on-site equipment

Education and Experience preferred

·       Bachelor’s degree in Finance, Accounting, Human Resources, Business, or related field

·       5 - 6 years of experience in equity compensation, executive compensation, or related field

·       5 - 6 years public Company experience

·       5 - 6 years working with U.S. equity compensation regulations and reporting requirements

·       5 - 6 years of experience administering ESPP programs, equity administration systems (e.g. Fidelity, E*TRADE, Shareworks, Carta)

Applications can be submitted here: Sr. Compensation Analyst