Executive and Compensation Analyst in Cleveland, OH at Key Bank- Corporate

Date Posted: 2/19/2020

Job Snapshot

  • Employee Type:
    Full-Time
  • Location:
    100 Public Square
    Cleveland, OH
  • Job Type:
  • Experience:
    Not Specified
  • Date Posted:
    2/19/2020

Job Description

ABOUT THE JOB (JOB BRIEF)

Executive Compensation & Line of Business Compensation: With limited guidance, facilitates compensation program strategy, design, implementation, and administration and facilitates day to day execution of deferred compensation plans, equity administration and executive compensation including design, implementation and administration of plans. Collaborates with internal partners providing necessary tools and information in order to make informed decisions regarding compensation. Works on issues involving employee base pay, and short and long-term incentives.

Maintain and update Key’s Sound Incentive Compensation Program, keeping it current with actual practices and regulatory guidance (Interagency Guidance on Sound Compensation). Ensure the IC Program is being executed in a timely fashion and in accordance with the requirements of the IC Program. Be the central contact person for compliance testing of compensation procedures, either through internal risk controls and self-assessment or other audits.


ESSENTIAL JOB FUNCTIONS

Executive Compensation
  • Assists with the strategy and design for deferred compensation, equity programs, corporate annual incentive plans, executive compensation and director compensation programs.
  • Prepares elements of the proxy compensation tables and footnotes. Reviews peer proxies for trends.
  • Assists with the analysis, design, and implementation of Key’s long-term incentive compensation program, including preparing and facilitating the process for annual grants, modeling the impact of any changes to design, and developing comprehensive communication plans.
  • Works closely with internal HR partners, the legal department, corporate accounting and payroll teams regarding complex offers, equity taxation, legal issues, etc.
  • Assists with the job analysis and evaluation for compensation of board-reported executives.
  • Developes and executes on executive compensation and equity related communications. Supports the Total Rewards philosophy and framework.
  • Analyzes executive and long-term compensation data in order to determine trends, anomalies, and gaps. Utilizes analytical insights to develop and present meaningful recommendations.
  • Ensures compliance with relevant regulations and laws and handles internal and external audit requests. Monitors legislative developments that relate to executive compensation.

Line of Business Compensation
  • Completes job evaluations, reviews job descriptions, and benchmarks internal positions. Recommends grade placements and compensation targets when appropriate. Performs annual market pricing reviews while understanding client’s / industry strategy and understand our competition and how business works to inform recommendations.
  • Supports the analysis, design, and implementation of incentive plan designs. Partners with Finance, Human Resources, and Business Executives in the review and/or redesign of incentive compensation plans.
  • Partners with HR and Finance on the annual compensation process. Completes analytics and presents findings to HR partners and business clients to ensure pay practices align with Key Compensation philosophy.
  • Analyzes compensation data in order to determine trends, anomalies, and gaps. Utilizes analytical insights to develop and present meaningful recommendations to business clients.
  • Challenges the ‘status quo’ and is always looking for better and more innovative ways to solve problems.
  • Owns quarterly IC effectiveness process including review meetings with Finance, Risk and HR partners to evaluate IC plan effectiveness and appropriate balance of risk and reward in alignment with the enterprise Sound Compensation program.
  • Maintains and keeps current job codes and market matches.

Sound Compensation:
  • Ability to comprehend and enhance Key’s documented Compensation policies and practices to ensure consistency in execution and administration across the enterprise.
  • Maintain the life-cycle of revisions to the IC Program documentation, including identifying revisions, drafting revisions, obtaining feedback, finalizing changes, updating all impacted processes and communicating to various stakeholders, preparing materials and summarizing changes for Board Committee approval.
  • Work closely with Control Function partners (Risk, Finance, HR, IC Administration, etc.) to deliver the requirements of the IC Program.
  • Work with Internal Audit and Regulators, when requested, for information around compensation policies and procedures.

COMPETENCIES

Leadership: Regularly provides project management, or team leadership to a group of employees but does not have formal supervisory responsibility. Leading and directing is restricted to monitoring work and providing guidance on escalated issues. Most of work time is spent performing many of the same duties they are leading.

Critical Thinking / Analysis to Insights: Work is substantially complex, varied, and regularly requires the selection and application of technical and detailed guidelines. Independent judgment is required to identify, select, and apply the most appropriate methods as well as interpret precedent. Supervision received typically consists of providing direction on more complex projects and new job duties and
priorities. Abilitiy to independently solve problems and challenge the status quo.

Consulting / Influence: Demonstrating influencing skills through analytical insights and developing and presenting meaningful recommendations. Demonstrates ability to build trust and credibility.

Business Acumen: Strong business/financial knowledge; understands client’s / industry strategy; knows our competition and how business works. Continued growth of industry knowledge and practice.

Presentation Development & Delivery: Demonstrated presentation development; tailors message as needed; audience includes LOB clients, Key’s employees and management. Clear thinker and can communicate complex content.

Client Interaction / Relationship Building Skills: Developing relationship-building skills with mid to senior level management and cross-functional teams


REQUIRED QUALIFICATIONS

  • Bachelor's degree or equivalent work experience
  • 3 years business experience; HR, Compensation or Finance experience preferred
  • Strong MS Excel and Powerpoint skills
  • Finance and business acumen
  • Strong analytical abilities
  • Strong organization skills with attention to detail
  • Able to operate in a matrixed environment, receiving direction from both direct manager and indirect Manager
  • Excellent interpersonal and communications skills, both verbally and written




FLSA STATUS:Exempt

KeyCorp is an Equal Opportunity and Affirmative Action Employer committed to engaging a diverse workforce and sustaining an inclusive culture. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.

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