Role - Associate ConsultantBusiness - Talent Solutions ConsultingVertical - Executive Compensation & GovernanceRole Type - Core Client FacingWork Mode - In Office Education & Experience Full time Masters/MBA in (HR, Statistics, Math’s, Commerce, Economics) from Tier 1 Schools with 1-3 Years of Experience orCas with 3-4 years’ experienceGraduates with 6-7 years of relevant experience in Executive Compensation domain.Significant exposure to Compensation, Rewards, Benchmarking About AONOur world is changing. Uncertainty has become the new constant in a world that is increasingly volatile and where new business models are rising and falling at an ever-increasing speed. With this change comes a pressing need for businesses to make important decisions more often. Some will be easy, others difficult. There’ll be some that may seem small, but all have the potential to have a profound impact.At Aon, we partner with our clients to help shape business decisions for the better.We are not tied to a traditional way of doing things. That is why we can best prepare organizations to manage the challenges of the volatile world in which we now live. We give our clients the clarity and confidence to make better decisions that protect and grow their businesses. A New Way to Do Business: We are dedicated to helping clients meet unmet or unfulfilled needs stemming from today’s rapidly changing, increasingly complex and interconnected challenges.Aon is positioned to deliver innovative solutions that address those unmet client needs and become the partner of choice for all businesses — no matter industry, size or geography — looking to make better and more informed decisions. That is why we deliver: Advanced Analytical Capabilities — through the combination of leading technologies, extensive data sources and leading decision-science capabilities. This means our clients are better informed. Distinctive Client Insight — in the form of future-focused advisory services and more extensive subject matter expertise across segments and geographies. This means our clients are better advised. Superior Outcomes — by accelerating innovation that improves access to new sources of capital and introduces relevant solutions that protect and grow our client’s business. This means our clients are able to make better decisions. To do this, we focus on unmet needs in four key areas where we know we can help our clients the most. Navigating New Forms of VolatilityBuilding a Resilient WorkforceRethinking Access to CapitalAddressing the Underserved Talent Solutions ConsultingAon's Talent solutions consulting practice, spanning 2,000 colleagues in more than 30 countries, is home to the firm's rewards, talent assessment, and performance & analytics practices. We apply this expertise, and our market-leading workforce data, to help clients tackle transformational projects. Aon’s rewards practice, including the McLagan and Radford survey platforms, provides industry-focused compensation insights to more than 7,000 clients each year. We also advise clients on the design of executive, employee and sales compensation plans in markets around the globe. Executive Compensation & Governance Team Executive Compensation and Governance addresses critical Performance, Rewards and Select Talent Issuesconcerning Boards and Executive ManagementIntegrated executive pay, governance and equity lifecycle supportAligning pay and performance because establishing an appropriate link between the two is what matters most to your people and shareholdersBest-in-class data assets that go beyond the Top 5 and provide a consistent framework to evaluate other layers of executive managementDeep sector expertise allowing us to understand the business issues and find solutions that work within the context of our competitive landscapeCollaborative approach between the advisor, compensation committee and management, understanding that effective solutions can’t be achieved unless all stakeholders are active participants in the process Role Responsibilities You will be expected to research and understand Industry Archetypes and Business Models. You will apply this knowledge to advise and enable solution delivery on matters of Rewards, Performance and Talent to Boards and Executive teams. You will be expected to design business-aligned executive remunerations strategies. You will be expected to engage with clients on projects related to Senior/Top Management and Board compensation. These projects would typically be around structuring and benchmarking of CXO level pay and involves working with client representatives (typically senior HR executives like Head C&B, Head HR; CEOs, Compensation Committees) in defining the right comparator group(s), collection of market data from primary andsecondary sources, analysis of market data, report preparation and presentations to the top management and/or the Compensation Committee of the Board You will also be expected to engage with clients in designing stock and cash based long term incentive programs for the senior management (or even for broad-based population). This shall include understanding the client’s business context and financial plans, evaluating various possible plan alternatives, preparation of plan(s), discussions with management / board on cost implications from P&L (accounting) impact and dilution perspective, alignment with regulations (SEBI, Companies Act etc.), finalize plan structures and assist in implementation. You will be expected to interface with Aon’s advisory and advisory teams for integrated projects in the areas of broad-based compensation, talent assessments, talent advisory, HR effectiveness and organization effectiveness. You will be responsible for managing existing flagship research initiatives such as Executive Compensation Survey and Non-Executive Directors Compensation. You will be encouraged to develop new flagship research on areas such as Private Markets Rewards and Conglomerate Rewards You will be expected to develop a very strong understanding of relevant laws and regulations pertaining to executive compensation and share based compensation (e.g. relevant sections of Companies Act, SEBI Regulations on Share Based Payments etc.) and be up to date with any changes You will be expected to build the Governance business and engage with clients in the areas of Board Evaluation, trainings for Compensation Committees as per the requirements under Companies Act – 2013, SEBI Listing Agreement etc. and develop new offers in this field. Senior Associate Consultants will also be additionally responsible for:People management Practice initiative management such as creating consulting toolkitsSpecialization to a cluster of industries such as Financial Institutions, Technology and Offshoring, Skills & Experience Ability to interact and manage expectations of C-suite executives.Ability to work independently and on a team across multiple projects.Key Behaviors: Problem Solving Ability, Teams with others , Quality focus.Proven ability in coordinating and liaising with multiple parties within and across geographies. Exposure to below areas is an advantage: Rewards, Consulting, Exposure to Financial Modelling, Experience on Strategic HR ProjectsAny of the below professional qualifications is an added advantage.CA, CS, CFA, LLB.Awareness of macro-economics, excel modelling and data-based storytelling. #LI-SB2 2560282 Role - Associate ConsultantBusiness - Talent Solutions ConsultingVertical - Executive Compensation & GovernanceRole Type - Core Client FacingWork Mode - In Office Education & Experience Full time Masters/MBA in (HR, Statistics, Math’s, Commerce, Economics) from Tier 1 Schools with 1-3 Years of Experience orCas with 3-4 years’ experienceGraduates with 6-7 years of relevant experience in Executive Compensation domain.Significant exposure to Compensation, Rewards, Benchmarking About AONOur world is changing. Uncertainty has become the new constant in a world that is increasingly volatile and where new business models are rising and falling at an ever-increasing speed. With this change comes a pressing need for businesses to make important decisions more often. Some will be easy, others difficult. There’ll be some that may seem small, but all have the potential to have a profound impact.At Aon, we partner with our clients to help shape business decisions for the better.We are not tied to a traditional way of doing things. That is why we can best prepare organizations to manage the challenges of the volatile world in which we now live. We give our clients the clarity and confidence to make better decisions that protect and grow their businesses. A New Way to Do Business: We are dedicated to helping clients meet unmet or unfulfilled needs stemming from today’s rapidly changing, increasingly complex and interconnected challenges.Aon is positioned to deliver innovative solutions that address those unmet client needs and become the partner of choice for all businesses — no matter industry, size or geography — looking to make better and more informed decisions. That is why we deliver: Advanced Analytical Capabilities — through the combination of leading technologies, extensive data sources and leading decision-science capabilities. This means our clients are better informed. Distinctive Client Insight — in the form of future-focused advisory services and more extensive subject matter expertise across segments and geographies. This means our clients are better advised. Superior Outcomes — by accelerating innovation that improves access to new sources of capital and introduces relevant solutions that protect and grow our client’s business. This means our clients are able to make better decisions. To do this, we focus on unmet needs in four key areas where we know we can help our clients the most. Navigating New Forms of VolatilityBuilding a Resilient WorkforceRethinking Access to CapitalAddressing the Underserved Talent Solutions ConsultingAon's Talent solutions consulting practice, spanning 2,000 colleagues in more than 30 countries, is home to the firm's rewards, talent assessment, and performance & analytics practices. We apply this expertise, and our market-leading workforce data, to help clients tackle transformational projects. Aon’s rewards practice, including the McLagan and Radford survey platforms, provides industry-focused compensation insights to more than 7,000 clients each year. We also advise clients on the design of executive, employee and sales compensation plans in markets around the globe. Executive Compensation & Governance Team Executive Compensation and Governance addresses critical Performance, Rewards and Select Talent Issuesconcerning Boards and Executive ManagementIntegrated executive pay, governance and equity lifecycle supportAligning pay and performance because establishing an appropriate link between the two is what matters most to your people and shareholdersBest-in-class data assets that go beyond the Top 5 and provide a consistent framework to evaluate other layers of executive managementDeep sector expertise allowing us to understand the business issues and find solutions that work within the context of our competitive landscapeCollaborative approach between the advisor, compensation committee and management, understanding that effective solutions can’t be achieved unless all stakeholders are active participants in the process Role Responsibilities You will be expected to research and understand Industry Archetypes and Business Models. You will apply this knowledge to advise and enable solution delivery on matters of Rewards, Performance and Talent to Boards and Executive teams. You will be expected to design business-aligned executive remunerations strategies. You will be expected to engage with clients on projects related to Senior/Top Management and Board compensation. These projects would typically be around structuring and benchmarking of CXO level pay and involves working with client representatives (typically senior HR executives like Head C&B, Head HR; CEOs, Compensation Committees) in defining the right comparator group(s), collection of market data from primary andsecondary sources, analysis of market data, report preparation and presentations to the top management and/or the Compensation Committee of the Board You will also be expected to engage with clients in designing stock and cash based long term incentive programs for the senior management (or even for broad-based population). This shall include understanding the client’s business context and financial plans, evaluating various possible plan alternatives, preparation of plan(s), discussions with management / board on cost implications from P&L (accounting) impact and dilution perspective, alignment with regulations (SEBI, Companies Act etc.), finalize plan structures and assist in implementation. You will be expected to interface with Aon’s advisory and advisory teams for integrated projects in the areas of broad-based compensation, talent assessments, talent advisory, HR effectiveness and organization effectiveness. You will be responsible for managing existing flagship research initiatives such as Executive Compensation Survey and Non-Executive Directors Compensation. You will be encouraged to develop new flagship research on areas such as Private Markets Rewards and Conglomerate Rewards You will be expected to develop a very strong understanding of relevant laws and regulations pertaining to executive compensation and share based compensation (e.g. relevant sections of Companies Act, SEBI Regulations on Share Based Payments etc.) and be up to date with any changes You will be expected to build the Governance business and engage with clients in the areas of Board Evaluation, trainings for Compensation Committees as per the requirements under Companies Act – 2013, SEBI Listing Agreement etc. and develop new offers in this field. Senior Associate Consultants will also be additionally responsible for:People management Practice initiative management such as creating consulting toolkitsSpecialization to a cluster of industries such as Financial Institutions, Technology and Offshoring, Skills & Experience Ability to interact and manage expectations of C-suite executives.Ability to work independently and on a team across multiple projects.Key Behaviors: Problem Solving Ability, Teams with others , Quality focus.Proven ability in coordinating and liaising with multiple parties within and across geographies. Exposure to below areas is an advantage: Rewards, Consulting, Exposure to Financial Modelling, Experience on Strategic HR ProjectsAny of the below professional qualifications is an added advantage.CA, CS, CFA, LLB.Awareness of macro-economics, excel modelling and data-based storytelling. #LI-SB2