Executive Compensation Manager is responsible for the analysis and administration of executive compensation programs, annual and long-term incentive programs, and deferred compensation plans. Provide consultation on executive compensation matters to senior executives and human resources. Being an Executive Compensation Manager oversees the preparation of compensation data for proxy disclosure and compensation committee meetings. Assists executive directly or engages/manages outside consultants with tax matters related to compensation. Additionally, Executive Compensation Manager directs the salary survey process and evaluates market data for executive positions. Requires a bachelor's degree. Typically reports to top management. May require Certified Compensation Professional. The Executive Compensation Manager typically manages through subordinate managers and professionals in larger groups of moderate complexity. Provides input to strategic decisions that affect the functional area of responsibility. May give input into developing the budget. Capable of resolving escalated issues arising from operations and requiring coordination with other departments. To be an Executive Compensation Manager typically requires 3+ years of managerial experience. (Copyright 2024 Salary.com)
The Work:
'- Develops the application including configuration, report development and data migration, where applicable
- Performs custom development (as required) and 3rd party integrations
- Carries out unit-testing and defect resolution
- Carries out migration of the changes to production
- Assists with technical design and documentation
- Collaborates with internal stakeholders and team members to build solutions in Microsoft Power Platform that support business requirements
-Supervisory responsibilities for Microsoft Developers
- Performs more complex development
Basic Qualifications:
'- 4 years of JavaScript development in Microsoft Power Platform components
- Javacript - expert
- Integration experience
- 2 years designing Microsoft Power Platform architecture, data designs, or overall solution architecture
- Microsoft Dynamics/Power Platform Developer Associate Certification (PL-400 or higher)
Important Information:
Compensation for roles at Accenture Federal Services varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience.?As required by local law, Accenture Federal Services provides a reasonable range of compensation for roles that may be hired in California, Colorado, New York City or Washington as set forth below and????
Role Location: Range of Starting Pay for role?
California: $105,200-$191,700
Colorado: $105,200 - $165,600
New York City: $121,700 - $191,700
Washington: $112,100 - $176,300
Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States and with Accenture Federal Services.
Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.
An active security clearance or the ability to obtain one may be required for this role.
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Requesting An Accommodation
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Other Employment Statements
Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.
Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.
Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.
The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.
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