Director – Executive Compensation

Job Description

As a Director, Executive Compensation, the ideal individual possesses expert level data modeling and excel skills. Must possess the ability to analyze large amounts of data and utilize that data to communicate findings and influence decision making at senior executive and Board levels. This role manages major executive compensation initiatives and/or programs and develops, implements, and administers executive compensation policy and practices. Participates in surveys and studies labor markets to determine compensation trends. Applies job evaluation techniques to establish equitable compensation rates for the organization’s executives as compared with market. The right candidate will have the ability to analyze complex problems, multi-task and meet deadlines. The successful candidate is highly collaborative, displays excellent communication skills – both written and verbal – is an active listener, and can synthesize different data and viewpoints and understands the global context inclusive of workplace trends in our competitive environment. The role will report to the global VP, Total Rewards.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

· Participates in the design, implementation, and administration of executive compensation programs.

· Evaluates jobs using standard job evaluation techniques; determines levels within the executive team and benchmarks each role relative to the market.

· Supports compensation processes such as merit, short-term and long-term incentive processes, including preparation of materials for the Compensation and Talent Committee of the organization’s Board of Directors. Partners with internal stakeholders to ensure data and system readiness to deliver such processes.

· Supports preparation of annual proxy disclosures, including drafting of the CD&A and preparation of the associated tables, the Pay versus Performance tables and disclosures, and the CEO pay ratio disclosure

· Partners with stock plan administration team to administer equity program and forecasts and monitors the company’s equity spend and burn rate to advise senior executives and the Board

· Manages monthly equity grant approval process (off-cycle equity awards)

· Evaluates ongoing effectiveness of existing executive compensation program design and guidelines.

· Participates in surveys conducted by third parties.

· Remains current on legal and governance developments associated with public-company executive compensation programs, including proxy advisor guidance.

·Acts as internal consultant/advisor to managers and other HR staff. Makes recommendations to senior leaders on executive compensation issues.

· Creates materials to effectively communicate executive compensation programs, policies, and practices to executives.

· Conducts research, including review of public-company proxies and other SEC filings to evaluate market practices for executive compensation programs. Familiar with standard research platforms, including Equilar and Capital IQ.

· Effective communication skills and executive presence to advise and influence C-Suite executives.

Qualifications

· 8+ years of relevant experience in corporate environment and/or consulting firm (prior corporate experience preferred)

· Prior experience presenting to C-Suite executives