Compensation Senior Manager - Ventures & Acquisitions

OverviewAs a Senior Manager of Compensation, you will lead compensation for ventures and acquisitions (V&A) in the US and Canada. You and your team will also support HR and our Business as a Compensation Advisor for our senior executives. Additionally, you will lead special programs and projects across compensation. Your deep and broad compensation experience will be essential in supporting the successful design, implementation, and governance of compensation programs that align with Accenture’s strategic business goals. You will collaborate with global Total Rewards colleagues to develop and evolve compensation programs, policies, and processes that reflect Accenture’s values and business priorities—while delivering tailored solutions for the Americas Market with a focus on the US and Canada that incorporate local practices and comply with regional laws and regulations. Key ResponsibilitiesDevelop and execute compensation strategies, including base pay, incentive programs, equity, and executive compensation.Support Ventures and Acquisition (V&A) activity through due diligence, integration planning, and the development of harmonized compensation solutions for acquired talent.Design and implement compensation strategies that attract, motivate, and retain talent from acquisitions, ensuring fair and equitable alignment with Accenture’s rewards philosophy.Administer compensation programs for senior executives, ensuring alignment with governance, compliance, and market competitiveness.Lead compensation cycles (merit, bonus, promotions, long-term incentives) and support HR and a segment of the business as a compensation advisor.Manage a team of compensation professionals across countries, fostering collaboration, development, and operational excellence.Collaborate with global Total Rewards teams to design scalable programs and policies, while customizing delivery for the US and Canada business and workforce.Conduct market benchmarking, pay equity analysis, and job architecture reviews to ensure competitiveness and internal consistency.Ensure that the incumbent and their team go where they are needed to support the compensation team in meeting deliverables in support of HR and the business.Manage and deliver on special projects across the compensation team.Partner with HR, Finance, and business leaders to support organizational changes and workforce planning.Collaborate with Talent Acquisition, Human Resources, Total Rewards IT and Total Rewards Operations to enhance compensation processes, systems and reporting (e.g., Workday).Ensure compliance with legal and regulatory requirements across geographies.Provide strategic insights and recommendations to senior leadership on compensation trends, risks, and opportunities.Own end-to-end deliverables and client relationships with accountability and professionalism. QualificationsBachelor’s degreeMinimum 8 years of experience in compensationMinimum 2 years of experience in a leadership role Preferred QualificationsCCP CertificationExperience in M&A and administering executive compensation.Experience in managing teams working across geographies.Strong business acumen, integrity, work ethic, professionalism and analytical skills with experience in data modeling, market analysis, and compensation design.Proven ability to influence and collaborate with senior stakeholders across teams including HR, M&A, and business units.Experience with global compensation practices and systems (Workday preferred).Excellent communication and project management skills.Experience supporting Consulting, Technology or Digital business units.Familiarity with equity programs and executive pay governance.Ability to thrive in a matrixed, fast-paced, and challenging environment.Passionate about simplification, process improvement, and driving efficiencies including using AI.Quick and continuous learner with a proactive mindset and a willingness to challenge norms.Demonstrated ability to develop innovative and scalable solutions for acquired talent that align with company’s rewards philosophy. Compensation and BenefitsCompensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired in California, Colorado, District of Columbia, Illinois, Maryland, Minnesota, New Jersey, New York or Washington as set forth below.We accept applications on an on-going basis and there is no fixed deadline to formation on benefits is here. (Location Annual Salary RangeCalifornia $132,500 to $338,300Colorado $132,500 to $292,200District of Columbia $141,100 to $311,200Illinois $122,700 to $292,200Minnesota $132,500 to $292,200Maryland $132,500 to $292,200New York/New Jersey $122,700 to $338,300Washington $141,100 to $311,200 Requesting an AccommodationAccenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired. Equal Employment Opportunity StatementWe believe that no one should be discriminated against because of their differences.All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law.Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities. Other Employment StatementsApplicants 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. Further, at Accenture a criminal conviction history is not an absolute bar to employment.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.California requires additional notifications for applicants and employees. If you are a California resident, live in or plan to work from Los Angeles County upon being hired for this position, please click here for additional important information.Please read Accenture’s Recruiting and Hiring Statement for more information on how we process your data during the Recruiting and Hiring process. #J-18808-Ljbffr

Created: 2025-09-25