Senior Executive Compensation Analyst

Requirements

• Advanced Excel and financial modeling skills with strong executive communication capability.
• Experience using executive compensation surveys (e.g., Radford, Willis Towers Watson, Mercer).
• Experience partnering cross-functionally within a highly regulated business environment.
• PREFERRED:
• CECP certification preferred.
• Sandisk thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees,

Benefits

Additional Information

The Senior Executive Compensation Analyst supports the design, analysis, and administration of Sandisk's executive compensation programs reporting into the Head of Executive Compensation. This role delivers data-driven insights, market intelligence, governance support, and program execution to support Sandisk's executive talent strategy, partnering closely with senior leaders, HR Business Partners, Stock Administration, Finance, Legal, Payroll, and external consultants to ensure executive compensation programs are competitive, compliant, and aligned with business and shareholder priorities. ESSENTIAL DUTIES AND RESPONSIBILITIES: Strategic Business Partnership Act as a trusted thought partner and advisor to Total Rewards leadership, HR Business Partners, and senior executives on executive compensation matters. Translate business strategy, performance outcomes, and talent priorities into data-driven analyses, benchmarking, and governance-aligned recommendations. Provide consultative guidance on executive offers, retention strategies, promotions, and transitions, balancing enterprise consistency, market competitiveness, and governance considerations. Handle highly sensitive information with discretion and sound judgment and communicate effectively with senior leadership. Executive Compensation Strategy & Analytics Conduct executive market benchmarking and peer group analysis using external surveys and public disclosures to assess competitive positioning across executive pay levels, incentive design, and governance practices. Model executive compensation scenarios covering base pay, annual incentives, long-term incentives, and total direct compensation, evaluating outcomes relative to market, internal guidelines, and governance considerations. Develop clear, executive-ready insights and materials that support informed decision-making by leadership. Compensation Committee & Proxy Support Prepare meeting materials for the Compensation and Talent Committee (CTC) of the Board of Directors aligned with the CTC Charter, including incentive design, compensation recommendations, equity budgeting, and scenario modeling. Support development of proxy disclosure, including CD&A narrative and SEC-required compensation tables, in coordination with Legal, Finance, Investor Relations, and external advisors to ensure accuracy, compliance, and consistency across disclosures and communications. Partner cross-functionally to ensure accuracy, compliance, and consistency across disclosures and communications. Program Administration & Governance Ensure the effective execution of executive compensation programs, including annual incentives, equity awards, and merit and promotion cycles, through close partnership with HR Business Partners, HR Operations, IT, Payroll, Stock Administration, Legal, and senior leadership. Monitor external governance and regulatory trends and recommend program or policy enhancements. REQUIRED: Bachelor's degree in Finance, Business, Economics, HR, Accounting, or related field. 6-10+ years of experience in executive compensation, compensation analytics, or total rewards within a public technology company.

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