About this role:

Wells Fargo is seeking a Senior Business Execution Administrator on the Total Rewards team to partner with Executive Compensation, Incentive Design and Delivery, and Compensation Delivery Centres of Excellence teams to administer, develop and deliver reporting, and adhere to established procedures and controls for assigned business initiatives, programs, special projects, and ad hoc requests. Including, helping to develop competitive base salary, incentive and executive compensation structure and administer compensation to team members to reward and retain employees.

In this role, you will:

Support the operations of a specific business line
Administer programs, projects, or processes specific to the business
Manage requests for community relations events, sponsorships, company funding, volunteer activities, and special programs
Perform business operations that are administrative in nature
Facilitate efficiency, quality, cost effectiveness of solutions, and escalate concerns related to the assigned operation
Provide subject matter knowledge and interpretation of procedures to key business partners
Coordinate and monitor implementation and maintenance of processes, procedures, and policies
Interact with immediate Strategy and Execution colleagues on operational initiatives
Provide support for a variety of diverse support functions for multiple business groups or a specific line of business

Required Qualifications:

2+ years of Administrative Support, or, Business Support experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education
Excellent understanding and experience of India/Philippines/United States/Global compensation practices and follows guidance/procedures to support compensation operations spanning across Executive Compensation, Incentive Design & Delivery and Compensation Delivery functions.
Ability to support compensation and incentive administration, reporting, and servicing needs
Possesses experience in, acumen for, and success with Complex/large data analysis; and provides necessary professional and/or technical level support and guidance
Ability to instill necessary risk and control measures in delivery, procedures and reporting activities, including development and maintenance of project, scope documents, etc.
Ability to perform compensation and benefits program analysis, maintenance and administration, and the related processing, procedural, control, and reporting requirements of assigned tasks
Consults with colleagues in the Executive Compensation, Incentive Design & Delivery and Compensation Delivery Centers of Excellence, Payroll/HR Operations, and other stakeholders to establish, monitor and review performance and delivery
Result-oriented mindset with excellent verbal, written, and interpersonal communication skills
Proficient in Microsoft Office (Word, Excel, Outlook, PowerPoint) skills, specifically Excel
Must have advanced skills in MS Excel including the ability to create data models, formulas, pivot tables, macros, VBA and power pivot reports
Excellent analytical skills and ability to navigate through ambiguity and infer complex data models/representations. Excellent accuracy, high quality, eye for detail, and a risk and control mindset

Desired Qualifications:

Ability to work effectively in a team environment and across all organizational levels, where flexibility, collaboration, and adaptability are important
Knowledge and/or experience with Workday and Process Design
Solid critical thinking skills
Demonstrated success in collaboration and teamwork
Ability to maintain a high degree of confidentiality
Ability to prepare correspondence; memorandum; reports; presentations or other assigned documentation

Job Expectations:

Partner with the Total Compensation Delivery & Administration team, follow procedure and control documentation for uploading base pay updates, one-time payments, on-demand payments, year-end compensation review inputs, and other compensation adjustments in Workday.
Be responsible for adhering to retention requirements of important documentation that is essential to executing our controls and ensuring the successful completion of HR-deliverables associated with the assigned transaction.
Be responsible for engaging with other associates on both the US and International Compensation teams for various assigned transactions.
Provide Support Annual attestation process for retired employees who continue to receive previously issued awards of Restricted Stock Rights
Provide Support for HR M&A support processes for Corporate Transactions during the transition and post-close deal phases
Support processes like (but not limited to) Employee stock purchase plan support and Executive Compensation mailbox.
Supports various ad Hoc initiatives and projects as required by the Executive Compensation, Incentive Design and Delivery and Compensation Delivery Centers of Excellence, from time to time.
Provide support for a variety of diverse support functions and/or operations/production oversight for the Human Resources Total Rewards team.
Support the operations and reporting needs of the Executive Compensation and Compensation Delivery Centers of Excellence.
Work with Human Resources databases and technology platforms relevant to the assigned work.
Pull, review, analyze, verify, and track intricate employee data using advanced functions in Excel.
Administer programs, projects, or processes specific to the business and are administrative in nature.
Facilitate efficiency, quality, cost effectiveness of solutions, and escalate concerns related to the assigned operation.
Adhere to and support the Executive Compensation team’s and Compensation Delivery COE’s procedures, processes, and controls.
Coordinate and monitor implementation and maintenance of processes, procedures, and policies.
Interact with U.S.-based Executive Compensation and Compensation Delivery COE colleagues on operational initiatives.
Interact with active and former employees on a variety of diverse support functions reflective of but not limited to those identified in “Job Description.”

Shift Timings – 1:30PM – 10:30PM

Posting End Date:

29 Jun 2026

*Job posting may come down early due to volume of applicants.

We Value Equal Opportunity

Wells Fargo is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other legally protected characteristic.

Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit’s risk appetite and all risk and compliance program requirements.

Candidates applying to job openings posted in Canada: Applications for employment are encouraged from all qualified candidates, including women, persons with disabilities, aboriginal peoples and visible minorities. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process.

Applicants with Disabilities

To request a medical accommodation during the application or interview process, visit Disability Inclusion at Wells Fargo.

Drug and Alcohol Policy

Wells Fargo maintains a drug free workplace. Please see our Drug and Alcohol Policy to learn more.

Wells Fargo Recruitment and Hiring Requirements:

a. Third-Party recordings are prohibited unless authorized by Wells Fargo.

b. Wells Fargo requires you to directly represent your own experiences during the recruiting and hiring process.