HR Advisory Senior Manager

HR Advisory Scottsdale, Arizona


Senior Manager – HR Advisory Practice Group

This is a role for a results-focused, growth-oriented consulting professional to drive 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 Senior 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 manage and oversee client relationships, provide technical leadership, mentor and develop junior staff, publish and present on relevant topics, and more. You will participate in training programs designed to prepare you for a director role where you will exercise a wider leadership role within the firm.


The Role in a Nutshell

  • Manage and oversee client relationships, which involves taking a hands-on approach in the day to day execution of client projects and delivering white-glove client interaction. Excel in explaining technical issues to clients in plain-language and serving as a trusted advisor.
  • Be accountable for end-to-end client experiences and ensure clients understand other ways EM can help via unparalleled levels of service and expertise.
  • Deliver strategic leadership on complex compensation topics. Serve as an internal subject-matter expert across compensation topics by developing structured analytics and processes, performing internal reviews of client deliverables, and delivering frequent cross-training internally.
  • 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.
  • Manage associates and be responsible for providing superb mentoring, feedback, and accountability that is aligned to our apprenticeship, promote-from-within culture.
  • Drive client acquisition and growth by visiting clients to nurture relationships, presenting at conferences, and contributing to our best-in-class thought leadership. Build your industry brand via EM’s model of being a technical expert who uses plain-language explanations and is easy to work with. (Travel is < 20%.)
  • Contribute to and excel in driving strategic initiatives within the practice or at the firm level. These span process development, marketing, risk management, recruiting, and general business planning.

Our Culture and Method of Doing Business. We are:
  • 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.

Qualifications & Requirements                                          
  • Subject matter expertise in at least three of the following compensation topic 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
    • Proxy Compensation Discussion and Analysis (CD&A), including narrative disclosures, how the tables are structured, and the basics of the calculations that go into the tables
    • 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
    • Pay equity studies
    • Job architecture and pay structure creation
  • Experience managing a team, including hiring, reviewing, and mentoring.
  • Experience overseeing project economics, including budgeting and evaluating project efficiency.
  • Superb flexibility and client management skills that reflect superior technical expertise and a thirst for delighting clients.
  • Strong detail- and accuracy-orientation in all internal and external activities.
  • Comfort in ambiguous, fast-paced, client-focused environments.
  • Ability and willingness to think critically and solve “out-of-the-box” problems independently and by appealing to theory, experience, analysis, and raw problem-solving acumen.
  • 8 – 13 years of experience in a relevant consulting field (director candidates also encouraged to apply).
  • Background check required.

More About Equity Methods

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.