Equity Methods Careers

Description

Senior Manager – HR Advisory Practice Group

This is a role for a results-focused, growth-oriented consulting professional to lead client engagements serving broad-based and executive compensation teams and their board advisors at Fortune 500 companies and beyond. The role blends technical expertise in compensation, a client-centric approach to service, and staff mentoring.

As a Manager, you’ll apply your experience in compensation and economics to cutting-edge incentive design problems, working for management and often in concert with the board’s advisor. You will directly serve clients, solve and supervise technical model-building and client presentation design, and supervise junior staff. Finally, you will participate in training programs to prepare you for the senior manager role.

The Role in a Nutshell

• Serve as the face of the firm in compensation-focused engagements, which requires competencies in the technical subject matter, client interaction, model building, project management, and effective communication.
• Manage a portfolio of clients, both from a day-to-day service perspective and in the context of their overall relationship with EM. Be accountable for end-to-end client experiences and help clients understand other ways in which EM can support them.
• Serve as an internal subject-matter expert across compensation topics (see below) by taking a hands-on approach toward projects, assisting in internal reviews, and training/coaching junior staff.
• As an advisor to client management, be comfortable building sophisticated models while zooming out to explain and clearly present the models and frameworks to executives at client firms and their board consultants.
• Perform research into novel technical areas, demonstrating independence and resourcefulness to find answers and clearly explain the analysis and results internally and externally to clients.
• Build sophisticated models that bring analytical clarity to complex compensation and incentive areas; explain and present these dense technical issues in plain-language to clients and their board consultants.
• Manage associates and deliver coaching and feedback that is aligned to our apprenticeship, promote-from-within culture.
• Contribute to EM’s best-in-class thought leadership platform by writing and publishing content that showcases the firm’s expertise and ability to explain complex topics in digestible prose.

• Zealous about exceptional client service and delighting every client, large or small.
• Lean and agile—we don’t have manager layers that get to sit back and just talk.
• Growth-oriented—both in welcoming new clients into the fold and seeing professional development in our outstanding colleagues.
• Feedback-heavy—because that’s how to unlock growth.
• Mentoring-rich—we’re not a competitive, eat-what-you-kill culture, and our consultants achieve professional growth via hands-on client experience and feedback from leaders.
• All about impact—our professionals love the opportunity to make an impact on clients, each other, and the long-run trajectory of the business.
• Eager to solve clients’ toughest problems—because that’s where the greatest impact is created even though these challenges are riddled with ambiguity and complexity.
• Devoted to plain-language deliverables that clients find easy to consume and yet rigorous—because clients value our ability to make the complex simple for them.
• Not a 9-to-5 job—because all the above items just take time, even for very smart and efficient people.

• Exposure to economic consulting, either directly in the space of compensation or indirectly through tenure in litigation consulting or a related field that requires solving conceptual problems analytically and with the help of model-informed decision-making.
• Although compensation-specific experience is not required, the following are nice-to-have experience areas:
  • Executive compensation theory and modeling
  • Short- and long-term incentive plan design
  • Share pool modeling
  • Job architecture and job leveling
  • Survey data analysis and broad-based compensation issues
  • Exposure to proxy filings
  • Participant communication and messaging of new incentive programs
  • Pre-IPO compensation issues for venture-backed and private equity-backed firms
  • ISS and shareholder governance issues
  • Statistical gender pay equity studies
  • Job architecture and pay structure creation
• Strong Excel skills and the ability to design robust, insight-rich models.
• Solid client management skills and a thirst for delighting clients (flexibility, adaptability, customization, etc.).
• Experience supervising junior talent and delivering coaching/feedback that guides them toward upskilling.
• Ability to quickly grasp complex economics principles and apply them to real-world fact patterns.
• Exceptional time and stress management skills given competing projects and deadlines that often change.
• Strong detail- and accuracy-orientation across internal/external communication, deliverables, and modeling.
• Ability and willingness to think critically and solve “out-of-the-box” problems independently.
• Ability to excel in both the technical dimensions and business/client dimensions of consulting.
• 5 – 9 years of experience in a relevant consulting field (senior manager candidates also encouraged to apply).
• Background check required.

Equity Methods serves a diverse clientele from dozens of Fortune 500 firms to early-stage pre-IPO firms. We have served 40 Fortune 100 firms all the way to early-stage venture-backed organizations. Our clients span the United States, in addition to some in Canada, South America, and Europe. We offer a diverse array of services that solve mission-critical priorities within corporate accounting and human resources functions.

At our size of ~100 professionals and countless brand-name clients, we combine the best of a large professional services firm with the best of an entrepreneurial growth venture. The culture fosters excellence in client service, innovation, collaboration, and continuous improvement. We have a bias toward promoting from within and we celebrate the diverse strengths of our colleagues. We have consistently been rated a Top Company to Work for in Arizona.