Okay, I've searched for Senior Manager positions in Executive Compensation in Fort Worth, TX, that are full-time, require a Bachelor's degree, and 7+ years of relevant experience. I have found several opportunities fitting your criteria.

Sure. Here's the analysis:

Job Analysis:

The Senior Manager, Executive Compensation role at Alcon is fundamentally about architecting and maintaining executive pay structures that drive both retention and acquisition of top leadership talent within a global, dual-listed corporate environment. The role requires a sophisticated understanding of not just compensation design, but also regulatory compliance, cross-border considerations, and strategic alignment with the company’s broader talent agenda. The candidate must excel in coordinating complex stakeholder interactions, from compensation committees and senior leadership to internal partners like Legal, Tax, and Finance. Beyond technical mastery of executive pay programs — including incentives, perquisites, and executive benefits — success demands the ability to anticipate market trends and regulatory changes impacting global executive compensation. The manager will face challenges such as balancing competitive pay practices against corporate governance requirements across multiple jurisdictions and influencing senior leaders with data-driven recommendations. Performance in this role is measured by the effectiveness of compensation programs in attracting and retaining executives, compliance with evolving legislation, and the seamless delivery of key reporting and disclosures. Within the first 6-12 months, the ideal candidate would establish trusted advisory relationships, help optimize compensation designs, and ensure flawless communication and compliance operations in this high-stakes domain.

Company Analysis:

Alcon is a well-established global leader in eye care with a long history of innovation and a broad product portfolio impacting millions worldwide. This depth of market presence and international scope shapes the Senior Manager role to be not only strategic but also globally oriented, requiring fluency in handling executive compensation across diverse regulatory landscapes, including the US and Switzerland dual-listed status. The company's culture appears to prioritize innovation, inclusivity, and collaboration, expecting employees to contribute boldly to a mission-driven environment focused on improving lives. For the Senior Manager, this signals a workplace that values proactive leadership, adaptability, and the ability to work effectively with cross-functional teams. Given Alcon's emphasis on a diverse and inclusive workforce alongside robust governance, the role demands a leader comfortable with navigating complexity, and compliance while fostering strong internal partnerships. The position reports to the Senior Director, Executive Compensation and Global Mobility, indicating a significant but collaborative level of responsibility with direct stakeholder exposure. Strategically, this hire supports Alcon’s talent management goals within the executive tier, vital to sustaining the company’s innovation-driven growth and competitive positioning in a rapidly evolving healthcare market.

Absolutely. Here are some mock interview questions that could come up:

• Behavioral: Tell me about a time when you had to influence senior leadership to change or adopt a new executive compensation approach. How did you gain their buy-in?
• Behavioral: Describe a situation where you identified a compliance risk related to executive compensation programs and how you addressed it.
• Behavioral: Can you share an example of coordinating with multiple internal stakeholders (Legal, Tax, Accounting) on a complex compensation project?
• Behavioral: How have you demonstrated leadership in a challenging or ambiguous compensation environment?
• Technical: What methods do you use to benchmark executive compensation internationally, especially for dual-listed companies?
• Technical: How do you stay current with SEC regulations and tax laws affecting executive compensation, and how do you apply this knowledge to your work?
• Technical: Explain how you would design a balanced short-term and long-term incentive plan aligned with business objectives.
• Technical: Describe your experience with preparing Compensation Committee materials and investor disclosure related to executive pay.
• Situational: Imagine the Compensation Committee requests last-minute changes to executive incentive programs due to new regulatory guidance. How would you manage this request?
• Situational: Suppose you find discrepancies in executive compensation data reported across regions. What steps would you take to investigate and resolve them?
• Situational: What would you do if a senior executive challenges the fairness of their compensation package amid market changes?
• Company Fit/Motivation: Why does Alcon’s mission to enhance sight and improve lives resonate with your career goals?
• Company Fit/Motivation: How do you see yourself contributing to Alcon’s inclusive and collaborative culture in this executive compensation role?
• Company Fit/Motivation: What interests you about working within a dual-listed global company like Alcon, particularly in this compensation capacity?
• Questions for Interviewer: How does the executive compensation team at Alcon collaborate with other Talent Management functions to support leadership development?
• Questions for Interviewer: Could you share how Alcon’s recent business strategies are shaping the future executive compensation plans?
• Questions for Interviewer: What are the biggest challenges currently faced by the executive compensation function at Alcon?