Senior Executive and Equity Compensation Analyst

About the role

The Senior Analyst, Executive and Equity Compensation supports the administration and governance of executive compensation programs, including equity plan administration, compensation consultation for Director-level and above positions, and compensation analysis and modeling.

The role develops accurate, timely, and decision-ready analyses, reports, and materials that support executive compensation programs, governance processes, and business success.

This position also supports Compensation Discussion and Analysis disclosures and Compensation and Human Capital Committee materials, while partnering across Total Rewards, Payroll, Legal, Finance, Accounting, external equity administration vendors, and compensation consultants.

What You'll Do

• Administer equity compensation programs by coordinating and validating grants, vesting, releases, settlements, forfeitures, cancellations, and participant record activities to support accurate and timely plan execution.
• Perform recurring reconciliations, audits, and data-quality reviews across equity administration, HR, Payroll, Finance, and Accounting records; investigate and resolve discrepancies.
• Coordinate international equity tax reviews for participants with cross-border work activity or mobility events, partnering with Payroll, Tax, HR, Legal, and external vendors to validate sourcing, tax withholding, reporting requirements, and participant data related to vesting and settlement events.
• Maintain procedures, calendars, controls, documentation, approval records, confidential records, process documentation, and record-retention materials supporting equity transactions, compliance, reporting, audits, and reviews.
• Prepare participant communications, respond to equity plan inquiries, and escalate legal, tax, accounting, or policy matters to the appropriate subject-matter experts.
• Provide compensation consultation and analytical support for Director-level and above positions, including new hires, promotions, retention actions, organizational changes, and other compensation decisions.
• Conduct executive market benchmarking using compensation surveys, proxy disclosures, and other applicable market sources; support survey submissions, data validation, internal equity reviews, market-competitiveness assessments, and pay-for-performance analysis across base salary, annual incentive, long-term incentive, total cash, and total direct compensation.
• Prepare compensation analyses, pay recommendations, financial models, summaries, and presentations that translate complex data into concise findings, risks, alternatives, and recommendations for Total Rewards leadership and business or HR stakeholders.
• Partner with external compensation consultants on executive benchmarking, peer group analysis, program reviews, and other executive compensation matters.
• Support preparation of the annual proxy statement Compensation Discussion and Analysis and Compensation and Human Capital Committee materials by gathering, calculating, validating, documenting, and quality-checking data, analyses, exhibits, presentations, and supporting documentation.
• Monitor executive and equity compensation practices, regulatory developments, governance expectations, and market trends; summarize potential implications and identify opportunities to improve processes, controls, data quality, reporting, stakeholder experience, and vendor service delivery.
• Support compensation projects and recurring processes while balancing multiple priorities, deadlines, and stakeholders during peak equity, committee, and proxy cycles.

What You'll Bring

In addition to the technical and functional requirements of this role, successful candidates demonstrate Domino's Hungry for MORE Ways of Working:

Be Curious

• Seeks clarity, asks thoughtful questions, and uncovers root causes to solve problems effectively.
• Actively pursues learning opportunities, applies feedback, and continuously develops new skills.

Connect the Dots

• Uses information and insights to identify opportunities and drive informed decisions.
• Builds strong partnerships across teams and considers the broader organizational impact of decisions.

Aim High

• Sets ambitious goals, challenges the status quo, and focuses on work that drives meaningful business results.
• Uses feedback and data to continuously improve performance and outcomes.

Shift Fast

• Adapts quickly to changing priorities and business needs while maintaining focus on results.
• Demonstrates resilience, sound judgment, and the ability to learn from setbacks.

Deliver More

• Takes ownership, executes with discipline, and consistently produces measurable results.
• Identifies opportunities to create additional value for customers, team members, and the business.

Qualifications & Requirements

• Bachelor's degree in Human Resources, Business, Finance, Economics, Statistics, or a related field, or equivalent combination of education and experience.
• Typically requires 3 to 5 years of compensation, Total Rewards, HR analytics, Finance, or closely related experience.
• Strong knowledge of compensation principles, including market pricing, job evaluation, salary structures, incentive compensation, internal equity, and pay governance. Experience in equity administration preferred.
• Demonstrated ability to interpret compensation survey data and develop market-aligned recommendations.
• Advanced Excel skills required, including experience with complex formulas, pivot tables, data validation, and large data sets.
• Experience with HRIS, compensation planning tools, survey platforms, or reporting tools preferred.
• Strong analytical skills with the ability to translate data into clear insights and practical recommendations.
• Ability to manage multiple priorities, meet deadlines, and maintain accuracy in a fast-paced environment.
• Strong written and verbal communication skills, including the ability to explain compensation concepts to non-compensation audiences.
• Ability to handle sensitive and confidential employee and compensation information with discretion.
• Knowledge of federal and state wage and hour, equal pay, and related compensation compliance considerations preferred.
• CCP, GRP, SHRM, HRCI, or related professional certification preferred but not required.

Benefits

• Paid Holidays and Vacation
• Medical, Dental & Vision benefits that start on the first day of employment
• No-cost mental health support for employee and dependents
• Childcare tuition discounts
• No-cost fitness, nutrition, and wellness programs
• Fertility benefits
• Adoption assistance
• 401k matching contributions
• 15% off the purchase price of stock
• Company bonus

All your information will be kept confidential according to EEO guidelines.