Senior Consultant, Executive Compensation

Posted on Apr 20 6 views Northbrook, IL

The world isn’t standing still, and neither is Allstate. We’re moving quickly, looking across our businesses and brands and taking bold steps to better serve customers’ evolving needs. That’s why now is an exciting time to join our team. You’ll have opportunities to take risks, challenge the status quo and shape the future for the greater good.

You’ll do all this in an environment of excellence and the highest ethical standards – a place where values such as integrity, inclusive diversity and accountability are paramount. We empower every employee to lead, drive change and give back where they work and live. Our people are our greatest strength, and we work as one team in service of our customers and communities.

Everything we do at Allstate is driven by a shared purpose: to protect people from life’s uncertainties so they can realize their hopes and dreams. For more than 89 years we’ve thrived by staying a step ahead of whatever’s coming next – to give customers peace of mind no matter what changes they face. We acted with conviction to advocate for seat belts, air bags and graduated driving laws. We help give survivors of domestic violence a voice through financial empowerment. We’ve been an industry leader in pricing sophistication, telematics, digital photo claims and, more recently, device and identity protection. We are the Good Hands. We don’t follow the trends. We set them.

Job Summary

Executive Compensation is responsible for developing and administering compensation programs for officers across the Enterprise including incentive programs for all broad-based employees. Such programs need to attract, retain and motivate officers as well as comply with a complex regulatory environment (IRS, SEC, FAS, new legislation, etc.). Executive compensation works closely with Senior Leadership and supports the Compensation Committee of the Board of Directors and its independent compensation consultant to develop innovative and balanced programs that are aligned with shareholders’ interests and business objectives.

The Executive Compensation Senior Consultant II is responsible for assisting in delivering core executive compensation initiatives to internal clients by applying professional judgment, knowledge, and experience. The individual assists in the research, analysis, design, implementation, and administration of key compensation programs of the Company. In addition, the individual will assist in the implementation, management and development of innovative solutions that support the business unit strategy and design by applying thought leadership and their subject matter expertise. This includes project planning, execution, timing, functionality, quality, communication and cost. Projects may include (but are not limited to) survey administration, technology, communications and competitive pay benchmarking.

Key Responsibilities

This individual will assist in delivering client and enterprise services and coordinate with one or multiple compensation accountabilities outlined below.

  • Coordinate pay benchmarking projects for specific clients including job evaluation, internal and external analysis and recommendations.
  • Develop individual pay recommendations for newly hired or appointed executives.
  • Conduct the research, analysis and design of specific core executive compensation initiatives including pay mix, incentive leverage, salary ranges, perquisites, etc.
  • Participate in the implementation, communication, and administration of either the annual or long-term incentive plan for all eligible employees.
  • Responsible for the completion of executive compensation surveys.
  • Responsible for all Board of Director compensation activities.
  • May lead or participate in moderate to complex projects covering key areas of executive compensation including changes to regulatory provisions, employee communication regarding executive and incentive compensation programs, analyzing effectiveness of current officer perquisites, annual review of Board of Directors compensation, ad-hoc report and analysis requests.
  • Support the delivery of high-quality projects on time and budget in a high paced environment.
  • Collaborate well with HR peers and business and/or functional experts.



  • Bachelor’s Degree in Human Resources, Finance, Accounting or related area


  • 3-5 years of equivalent work experience; with a minimum of 1 year of compensation
  • Professional with good organizational, communication and administrative skills
  • Advanced knowledge of the Microsoft Suite of business software, including Excel
  • Intermediate to advanced analytical skills
  • Intermediate to advanced technical experience in compensation, finance or accounting
  • Intermediate to advanced time management skills including ability to handle multiple projects, prioritize and organize
  • Good business writing skills
  • Ability to establish, manage and leverage relationships with internal and external partners
  • Creative thinking and problem solving
Compensation Data

The salary range for this role is $65,000 - $100,000. Offers will be commensurate with experience.

The candidate(s) offered this position will be required to submit to a background investigation, which includes a drug screen.


Good Work. Good Life. Good Hands®.


As a Fortune 100 company and industry leader, we provide a competitive salary – but that’s just the beginning. Our Total Rewards package also offers benefits like tuition assistance, medical and dental insurance, as well as a robust pension and 401(k). Plus, you’ll have access to a wide variety of programs to help you balance your work and personal life -- including a generous paid time off policy. For a full description of Allstate’s benefits, visit

Learn more about life at Allstate. Connect with us on Twitter, Facebook, Instagram and LinkedIn or watch a video.


Allstate generally does not sponsor individuals for employment-based visas for this position.


Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.


For jobs in San Francisco, please click “here” for information regarding the San Francisco Fair Chance Ordinance.
For jobs in Los Angeles, please click “here” for information regarding the Los Angeles Fair Chance Initiative for Hiring Ordinance.


To view the “EEO is the Law” poster click “here”. This poster provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs


To view the FMLA poster, click “here”. This poster summarizing the major provisions of the Family and Medical Leave Act (FMLA) and telling employees how to file a complaint.


It is the Company’s policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee’s ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee's terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.