Req ID: 493572

Benefits: * Fuel Your Growth with Love's - company funded tuition assistance * Paid Time Off * 401(k) - 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Competitive Pay * Career Development *

The Senior Executive Compensation and Benefits Analyst is responsible for the administration, analysis, and participant support of the company's executive deferred compensation and long-term incentive programs. This role serves as a primary point of contact for executives, plan recordkeepers, external counsel, Accounting, Finance, Payroll, Benefits, and internal Legal. The position independently manages complex assigned processes, interprets approved plan provisions, maintains accurate participant and share records, prepares projections and reconciliations, and provides clear education regarding executive compensation and benefit programs. The role oversees highly confidential information and exercises sound judgment within approved plan documents, policies, and legal requirements.

MAJOR RESPONSIBILITIES

Executive Deferred Compensation Plan Administration
• Administer assigned day-to-day activities for the Executive Deferred Compensation Plan, including participant eligibility, enrollment, elections, re-deferrals, distributions, beneficiary records, credited interest, terminations, retirements, documentation, and recordkeeping coordination.
• Coordinate with Newport or the company's designated non-qualified plan recordkeeper on system setup, participant data, balances, access, reporting, testing, enhancements, service issues, invoices, and issue resolution. • Plan and execute annual and newly eligible enrollment cycles, including timelines, participant communications, system configuration review, election monitoring, confirmations, and final reporting.
• Meet individually with executives to explain approved plan provisions, deferral and re-deferral opportunities, payment schedules, deadlines, and modeling scenarios without providing personal tax, legal, accounting, investment, or financial advice.
• Maintain accurate participant records and audit trails; monitor timing requirements, approvals, documentation, and recordkeeper processing in accordance with plan terms and applicable non-qualified deferred compensation requirements.
• Reconcile recordkeeper reports to internal records and coordinate with Payroll to ensure elections, distributions, tax reporting input are processed accurately and timely.

Executive Long-Term Incentive Plan (LTIP) Administration
• Administer executive LTIP awards and maintain complete participant and award-year records, including grants, performance shares, vesting schedules, deferral status, payment timing, adjustments, forfeitures, and shares balances.
• Perform detailed reconciliations among plan documents, award agreements, internal trackers, payroll records, financial reports, and recordkeeper data. • Prepare and validate award statements, participant summaries, vesting and payout calculations, termination estimates, management reports, and related LTIP communications.
• Maintain LTIP plan documents, amendments, award agreements, administrative procedures, committee materials, communication templates, and historical records.
• Review plan language, operational changes, and participant situations with internal Legal and external counsel; document decisions, support the translation of approved guidance, and recommend solutions, controls, or process improvements for leadership review.

Executive 401(k), HSA, and Benefits Support
• Maintain working knowledge of the company's 401(k), HSA-qualified medical plans, and HSA administration, including eligibility, contribution limits, employer funding, payroll timing, match mechanics, and applicable plan-specific rules.
• Provide executives with individualized education on plan mechanics and contribution scenarios, including how timing may affect company match opportunities, while remaining within approved plan guidance.
• Coordinate with Benefits, Payroll, recordkeepers, and external advisors to research and resolve complex executive contributions, match, eligibility, correction, distribution, and HSA-related questions.
• Coordinate executive benefit support activities, including executive physical program administration, retirement education.
• Provide confidential, timely, and accurate executive-level support across applicable benefit programs and refer participants to qualified personal advisors when questions require tax, legal, investment, or financial advice.

Financial Analysis, Accounting, and Forecasting
• Partner with Accounting and Finance to prepare projections, accruals, liabilities, expense estimates, cash-flow forecasts, payout schedules, budget inputs, and close support for executive deferred compensation, LTIP, and related programs.
• Build and maintain complex financial models and participant-level calculations using approved formulas, plan provisions, and source data.
• Apply knowledge of financial measures used in plan formulas or executive incentive calculations, including P&Ls, EBITDA, operating profit, accruals, liabilities, forecasts, and variances.
• Calculate and validate share values, award accruals, vesting amounts, credited interest, distributions, forfeitures, and other plan activity; perform reasonableness checks, reconciliations, sensitivity analyses, and variance explanations.
• Prepare recurring and ad hoc reports and documentation for Total Rewards leadership, Accounting, Finance, Legal, auditors, external counsel, and executive leadership.

Governance, Compliance, and Process Management
• Monitor plan administration for alignment with governing documents, award agreements, administrative policies, internal controls, and counsel-approved interpretations.
• Maintain awareness of requirements affecting nonqualified deferred compensation and executive benefit administration, including Section 409A concepts, tax withholding and reporting considerations, ERISA top-hat plan concepts, and applicable contribution limits.
• Coordinate plan reviews, amendments, implementation work, participant communications, and issue resolution with Legal, external counsel, vendors, Payroll, Accounting, Finance, and Benefits.
• Develop and maintain procedures, calendars, checklists, controls, data definitions, communication templates, and issue logs for assigned programs.
• Protect highly confidential executive compensation, benefit, financial, personal, and company information through appropriate access, retention, and privacy practices.
• Support project and process improvements that strengthen accuracy, participant experience, reporting, scalability, and control effectiveness; perform other duties as assigned.

EDUCATION AND EXPERIENCE
• Bachelor's degree in Finance, Accounting, Business Administration, Human Resources, Mathematics, Economics, or a related field required. An equivalent combination of education and directly relevant experience may be considered.
• Minimum of 5 years of progressively responsible experience in executive compensation, deferred compensation, long-term incentives, retirement plan administration, benefits, finance, accounting, or a closely related field required. • Direct experience administering non-qualified deferred compensation or executive long-term incentive plans strongly preferred.
• Experience working with a non-qualified plan recordkeeper such as Newport/Ascensus, or a comparable platform, strongly preferred.
• Experience partnering with Accounting and Finance on forecasts, accruals, liabilities, reconciliations, or incentive calculations required.
• Experience reviewing plan documents and working with internal or external legal counsel preferred.

KNOWLEDGE, SKILLS, AND ABILITIES
• Advanced analytical, quantitative, and Excel skills, including complex formulas, lookups, pivot tables, data validation, reconciliations, scenario modeling, and executive-level reporting.
• Strong finance and accounting acumen, including the ability to understand P&Ls, EBITDA, operating profit, accruals, liabilities, forecasts, variances, and incentive plan financial measures.
• Ability to interpret, summarize, and administer complex plan documents, award agreements, legal guidance, financial reports, and administrative procedures.
• Working knowledge of non-qualified deferred compensation, long-term incentive plans, qualified retirement plans, 401(k) contribution and match mechanics, and HSA plan concepts.
• Executive presence and strong consultation skills, with the ability to explain complex financial and benefit concepts clearly, accurately, and tactfully to senior leaders.
• Excellent written communication skills for participant notices, plan summaries, executive correspondence, and counsel review materials.
• Ability to manage multiple annual cycles, deadlines, participant cases, vendor deliverables, and sensitive issues with limited supervision.
• Sound judgment regarding when to provide plan education, escalate an issue, or refer an executive to personal tax, legal, accounting, investment, or financial advisors.
• Demonstrated discretion, integrity, and ability to safeguard highly confidential information.
• Ability to build productive relationships and influence through analysis, collaboration, and sound recommendations across Total Rewards, Accounting, Finance, Payroll, Legal, executive leadership, vendors, and external counsel.

SUPERVISORY RESPONSIBILITIES

This position does not have direct supervisory responsibility. The role may coordinate cross-functional workstreams, partner with vendor resources, and provide technical guidance or training to other team members.

WORKING CONDITIONS AND PHYSICAL DEMANDS
• Primarily office-based work requiring prolonged sitting and regular use of a computer, keyboard, calculator, telephone, and video conferencing tools.
• Requires normal range of hearing and vision, manual dexterity, and occasional lifting of up to 25 pounds.
• May require additional hours during annual enrollment, year-end processing, executive award cycles, financial close, or other critical deadlines.

ACKNOWLEDGEMENT

This job description is intended to describe the general nature and level of work performed. It is not intended to be an exhaustive list of all responsibilities, duties, or qualifications. The company reserves the right to modify responsibilities and requirements based on business needs.