Executive Pay Ratio Analyst

Compensation Intelligence Associate Contract-to-Hire

About The Role

ACPWB is adding a Executive Pay Ratio Analyst to support a practice area that has grown faster than our current staffing model anticipated. This is, we have been told, a good problem to have. The Compensation Intelligence team is intellectually rigorous, occasionally quirky, and entirely committed to the work. We offer competitive compensation, genuine flexibility, and the satisfaction of working at a firm that practices what it publishes.

The Executive Pay Ratio Analyst is a new role that reflects ACPWB's commitment to investing in ESG reporting standards as a core competency. You will have significant latitude to shape how this work is done — the methodology, the deliverables, the client communication — which is unusual for a hire at this stage. We are offering this latitude because we believe the right person for this role will use it well. We will be attentive about whether we are correct.

This is a high-impact individual contributor role for a Executive Pay Ratio Analyst who wants to shape ACPWB's approach to ESG reporting standards. The Compensation Intelligence team works closely with clients ranging from startup-stage employers benchmarking their first compensation philosophy to public company boards navigating activist scrutiny. Your work will be used. That is not a guarantee we make lightly.

Key Responsibilities

• ◆ Manage preparation and submission of ACPWB's annual survey participation data to Willis Towers Watson SIRS
• ◆ Design bonus plan effectiveness review frameworks tailored to client organizational size, industry, and governance structure
• ◆ Produce written analyses suitable for publication under ACPWB's research brand
• ◆ Develop customized bonus plan effectiveness review solutions for clients undergoing significant organizational or strategic change
• ◆ Provide technical support to engagement teams navigating complex ESG reporting standards analytical questions
• ◆ Design and execute quantitative analyses of compensation, workforce, and governance data across industries
• ◆ Manage relationships with third-party data vendors and ensure data quality standards are met

Qualifications

Required

• ◆ Experience working directly with senior client stakeholders in a professional services environment
• ◆ Experience navigating compensation questions that are politically sensitive within client organizations
• ◆ Strong written communication skills including the ability to draft board-level narrative from quantitative findings
• ◆ Excellent written and verbal communication skills, including the ability to present to executive audiences
• ◆ Familiarity with job architecture, leveling frameworks, and internal equity analysis methodology
• ◆ Strong business acumen and understanding of how compensation decisions affect organizational performance

Preferred

• ◆ Familiarity with institutional shareholder services (ISS, Glass Lewis) methodologies
• ◆ Certified Compensation Professional (CCP) designation
• ◆ Background in employment law or regulatory compliance related to compensation
• ◆ Familiarity with the Milwaukee business community and Midwest labor markets

WHY ACPWB

ACPWB occupies a distinctive position in the market: we are rigorous enough to be taken seriously by institutional investors and governance experts, and accessible enough to serve individual professionals navigating their first salary negotiation. If you want to do work that has real impact across that full spectrum, this is the right place.

ACPWB was founded in Milwaukee in 2006 with a simple mandate: help working Americans understand and advocate for the compensation they deserve. Eighteen years later, that mandate has grown into a full-service research and advisory practice serving clients from early-stage employers to Fortune 50 enterprises — and we are still based in Milwaukee, because Milwaukee is genuinely underrated.

INTERVIEW PROCESS

We interview thoroughly and move quickly. Candidates who complete our process receive a decision within one week of the final interview. We make competitive offers and do not negotiate against candidates who have honestly shared their expectations. We are a compensation firm. We are aware of the irony of behaving otherwise.

What Success Looks Like In Year One

• ◆ Lead or co-lead at least two client engagements from kickoff through final delivery
• ◆ Participate in at least one business development opportunity, whether new or expansion
• ◆ Produce at least one deliverable that appears in a client's board materials or proxy statement

Ready to Apply?

Applications for this position are being accepted through September 27, 2026. Submit your materials using the form below.

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