Senior Compensation Analyst

Welcome to Gallagher – a global leader in insurance, risk management, and consulting services. With a growing team of more than 52,000 professionals worldwide, we empower businesses, communities, and individuals to thrive. At Gallagher, you can build a career whether it’s with our brokerage division, our benefits and HR consulting division, or our corporate team. Experience The Gallagher Way, a culture fueled by shared values and a collective passion for excellence. Join one of our dynamic teams, where you'll play a pivotal role in shaping Gallagher's future and unlocking unparalleled opportunities for both clients and yourself.

We believe that every candidate brings something special to the table, including you! So, even if you feel that you’re close but not an exact match, we encourage you to apply.

Overview

Future opportunity for a (Senior Compensation Analyst). While this role is not currently open, we are always looking to connect with talented professionals like yourself for upcoming opportunities.

The Senior Compensation Analyst sits within the Gallagher Reward team, supporting the Compensation Director in the management and delivery of all compensation activity within the UK/EMEA broking division, and with added responsibility for Global Reinsurance and other Global projects. The role will interact closely with internal stakeholders including HR, Finance, Risk, Legal and divisional business leadership teams up to C suite.
How you'll make an impact

• Annual pay review cycle – contribute as part of the team to managing the end-to-end delivery of the annual pay review process. Project management, stakeholder engagement, preparation of data, process governance, colleague communication and post-process review.
• UK RemCo – support the Compensation Director in the preparation and production of proposals and papers for the Remuneration Committee. Recommendation formulation, analysis, market research, interaction with external Committee advisors, paper drafting and checking, meeting cycle administration.
• Incentives and bonus – management of incentive/bonus plans across the global population including executive level. Engage with key stakeholders and divisional leadership to ensure smooth operation with appropriate regulatory compliance and governance controls. Facilitate annual review and redesign projects. Drive process improvement to ensure robust administration including documentation, governance, communication etc.

• Salary and allowances – oversight of all salary and allowance-based pay activity. Ensure appropriate pay change governance and controls operate effectively. Ensure adherence with global statutory pay requirements.

• LTIP and equity plans – manage annual long-term incentive, deferred compensation and all-employee share-based plans. Recommendation process, communication, vesting, participant training and education.
• Benchmarking – oversee annual pay survey submission processes and support the business with ad-hoc benchmarking requirements. Manager and stakeholder training, education and awareness. Engage with survey providers and participants to ensure managers are equipped with effective pay survey data and insights.
• Pay reporting – manage annual UK mandatory gender pay reporting, develop other areas of reporting including ethnicity, and future reporting requirements outside of the UK including EU pay directive.
• Merger and acquisition activity – drive compensation related processes relating to corporate acquisitions including due diligence assessment of existing and legacy reward arrangements, schemes, liabilities and risks, and driving the integation and harmonisation of acquired populations.
• Analyses business data to understand potential impacts on compensation programs, existing metrics, and compensation plans scenarios.
• Presents compensation reviews and recommendations to GGB or corporate management for approval and implementation.
• Reviews, and may manage, the development and distribution of training, presentations, and other materials for compensation program rollouts
• Partners with the HR team including Leadership and HR Business Partners, HRIS, Recruiting, Compensation team and other functions to understand and deliver on their data needs: standard reporting, workforce planning support, compensation analysis and recommendations.
• Reward projects – lead/contribute to other UK/EMEA/Global projects as and when required.

About You

Required:

• Bachelor degree required.
• Minimum of 4 years HR experience in an analytical role required.
• Must possess advanced technical skills in Excel, including ability to model expected results.

Highly Preferred:

• Senior Reward professional with consistent record of effectively managing compensation activity within an international financial services organization.

• University graduate with strong academic background

• Relevant professional qualification preferred (CIPD)

• Proficient in Microsoft Office programs including advanced level knowledge of Excel, capable of manipulating and presenting data accurately and efficiently.

• HR systems experience including Oracle (preferred)

• International reward management

• Remuneration Committee (RemCo) process support
• Bonus and incentive scheme management and review
• Financial services pay regulation compliance
• Merger and acquisition reward processes
• Pay and tax legislation
• Exec and general population benchmarking
• Pay equity analysis and reporting

Work traits:

• Ability to develop strong working relationships with senior internal and external stakeholders
• Impeccable attention to detail and accuracy for both numerical and written work
• Ability to manage heavy workloads to meet deadlines and deliver consistently high standards of work by planning and prioritising effectively
• Comfortable interacting with and presenting to colleagues and senior leadership members
• Flexibility in supporting ad-hoc, unplanned work requests
• Capable of working both independently and collaboratively

Compensation and benefits

On top of a competitive salary, great teams and exciting career opportunities, we also offer a wide range of benefits.

Below are the minimum core benefits you’ll get, depending on your job level these benefits may improve:

• Medical/dental/vision plans, which start from day one!
• Life and accident insurance
• 401(K) and Roth options
• Tax-advantaged accounts (HSA, FSA)
• Educational expense reimbursement
• Paid parental leave

Other benefits include:

• Digital mental health services (Talkspace)
• Flexible work hours (availability varies by office and job function)
• Training programs
• Gallagher Thrive program – elevating your health through challenges, workshops and digital fitness programs for your overall wellbeing
• Charitable matching gift program
• And more...

We value inclusion and diversity

Click Here to review our U.S. Eligibility Requirements and Pay Disclosure Statement

Inclusion and diversity (I&D) is a core part of our business, and it’s embedded into the fabric of our organization. For more than 95 years, Gallagher has led with a commitment to sustainability and to support the communities where we live and work.

Gallagher embraces our employees’ diverse identities, experiences and talents, allowing us to better serve our clients and communities. We see inclusion as a conscious commitment and diversity as a vital strength. By embracing diversity in all its forms, we live out The Gallagher Way to its fullest.

Gallagher believes that all persons are entitled to equal employment opportunity and prohibits any form of discrimination by its managers, employees, vendors or customers based on race, color, religion, creed, gender (including pregnancy status), sexual orientation, gender identity (which includes transgender and other gender non-conforming individuals), gender expression, hair expression, marital status, parental status, age, national origin, ancestry, disability, medical condition, genetic information, veteran or military status, citizenship status, or any other characteristic protected (herein referred to as “protected characteristics”) by applicable federal, state, or local laws.

Equal employment opportunity will be extended in all aspects of the employer-employee relationship, including, but not limited to, recruitment, hiring, training, promotion, transfer, demotion, compensation, benefits, layoff, and termination. In addition, Gallagher will make reasonable accommodations to known physical or mental limitations of an otherwise qualified person with a disability, unless the accommodation would impose an undue hardship on the operation of our business.