Sr. Consultant, Executive Compensation

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.

This position will be a hybrid work schedule.

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Job Description Summary

Do you thrive in a high‑performance culture centered on growth, development, and strategic impact? Are you passionate about shaping executive compensation strategies that drive performance, reinforce business priorities, and influence senior‑level decision-making? If you excel in a collaborative environment where your expertise truly matters, we want to connect with you.

As a Senior Consultant, Executive Compensation, you will play a critical role in designing, implementing, and governing executive compensation and reward programs. You’ll ensure programs are competitive, compliant, well‑governed, and aligned with organizational goals. Success in this role requires strong partnerships across HR, Finance, and Legal—along with the ability to translate complex compensation concepts into clear, actionable insights.

This position is ideal for someone who merges financial and analytical proficiency with strategic business judgment and the consulting and thought‑leadership abilities necessary to guide complex executive‑level decisions. If you enjoy operating in a fast‑paced, high‑impact environment and influencing outcomes at the highest levels of the organization, this is the role for you.

Job Description

Key Responsibilities:

• Provides strategic consulting on executive compensation matters, including employment agreements, severance programs, officer elections, executive disclosures, CEO performance evaluation processes, board compensation, and incentive plan design, ensuring alignment with leading practices.

• Partners with senior leaders to shape, inform, and communicate our total rewards strategy and supporting programs.

• Delivers thought leadership on executive compensation strategies, program architecture, incentive plan design, and the appropriate use of compensation vehicles to support business objectives and long‑term value creation.

• Collaborates with HR, Finance, Legal, and Corporate Governance to ensure alignment of compensation strategy and plans with broader HR frameworks, financial priorities, and business strategies.

• Ensures executive roles are internally equitable and externally market competitive; develop innovative solutions for complex compensation issues and support the annual executive compensation review cycle.

• Develops and disseminates highly sensitive and confidential materials for the human resources committee, board of directors, and senior business leaders.

• Creates and delivers communications on updates to compensation programs, plan designs, incentive structures, and eligibility criteria to key stakeholders to ensure clarity and understanding.

• Conducts market research and present data-driven insights, analysis, and recommendations to strengthen compensation programs and governance practices.

• Maintains strict confidentiality and upholds governance, compliance, and ethical standards in all executive compensation activities.

• Builds and manages relationships with HR leaders, external consultants, vendors, and internal Centers of Expertise to ensure integrated and aligned HR strategies.

• Develops materials to support regulatory and disclosure requirements, including Compensation Discussion & Analysis (CD&A) for proxy statements, S‑1 filings, and other statutory reporting obligations.

• Creates, maintains, and enhances processes, documentation, and internal controls to ensure accuracy, quality, and compliance with federal, state, and industry regulations.

• Supports ongoing total rewards strategic initiatives and enterprise-wide programs.

• May perform additional responsibilities as assigned.

Reporting Relationships: Reports to Associate Vice President, Total Rewards Strategy, HRC Governance, & Org Design. This is an individual contributor role.

Typical Skills and Experiences:

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

License/Certification/Designation: CCP, CEBS, SPHR or related certification preferred.

Experience: Minimum of 10 years of progressive experience in Human Resources, Finance, Legal, or Business, with a strong focus on executive compensation, incentive plan design, or corporate governance. Preferably brings experience working in a publicly traded company or similarly complex organizational environment.

Knowledge, Abilities and Skills: Advanced analytical capabilities with demonstrated ability to conduct compensation analyses, design and administering variable pay programs, evaluating jobs across all levels, and managing market survey data and compensation administration processes. Strong understanding of how compensation programs influence both short‑term and long‑term business performance. Skilled in applying structured problem‑solving methods to address complex issues, leveraging multiple data sources and looking beyond obvious solutions to uncover insights. Proven consultative and collaborative skills with the ability to influence and persuade leaders at all levels, including senior executive officers. Exceptional communication skills, including advanced facilitation abilities and the capacity to translate complex concepts into clear, actionable guidance. Strong business acumen with the ability to anticipate emerging issues, interpret trends, and assess their potential impact on the organization.

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 Conditions:

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.

Benefits

We have an array of benefits to fit your needs, including: medical/dental/vision, life insurance, short and long term disability coverage, paid time off with newly hired associates receiving a minimum of 18 days paid time off each full calendar year pro-rated quarterly based on hire date, nine paid holidays, 8 hours of Lifetime paid time off, 8 hours of Unity Day paid time off, 401(k) with company match, company-paid pension plan, business casual attire, and more. To learn more about the benefits we offer, click here.

Nationwide is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive culture where everyone feels challenged, appreciated, respected and engaged. Nationwide prohibits discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to any characteristic (or classification) protected by applicable law.

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We value the partnerships we have built with our preferred vendors. Nationwide does not accept unsolicited resumes from employment agencies. All resumes submitted by employment agencies directly to any Nationwide employee or hiring manager in any