Senior Equity & Compensation Programs Manager

About Us

Matson has been the leading ocean shipping and logistics provider throughout the Pacific since 1882. We are the supply chain lifeline for Hawaii, Alaska, Guam, and islands of the South Pacific. We also offer the top two ocean shipping services in the world’s largest trade lane - Asia to the U.S. West Coast. With our subsidiaries Matson Terminals and Matson Logistics, our business focus is exceeding customer expectations with quality, reliability, and integrity.

We strive to operate in an environmentally sustainable manner and promote land-based environmental programs in Hawaii, Guam, and Alaska. We help improve the communities in which we work and live through our community giving program that annually supports hundreds of local organizations. And we work to improve diversity, equity and inclusion in our company, communities and industry through an active social equity program.

Matson is a great place to work, and everyone who works with us becomes part of the Matson ohana or family. Join our team and help us move freight better than anyone.

Learn more at matson.com.

About the Role

As the Senior Compensation Manager for Equity and Compensation Programs, you will play an important role within our compensation team. You will drive core compensation programs, serve as a trusted advisor and SME, and lead the equity program’s administration and maintenance. You will also play a pivotal role in delivering executive compensation reporting as well as Compensation Committee materials. 

This position offers a hybrid schedule with a few days per week working in office and a few days per week telecommuting.

Matson offers an attractive and competitive compensation package, including salary, 401(k) match, cash balance pension plan and other benefits, in a stable and progressive work environment.

What you’ll do:

• Administer the Company’s equity program using the Fidelity system.
  • Serve as the internal subject matter expert for all aspects of equity administration, including financial reporting.
  • Process and monitor equity award activity, including grants and grant agreements, vesting of shares, award exercises, and employee terminations.
  • Partner with Accounting, Legal, Payroll, and Tax to ensure accurate, timely tax. withholding, payroll reporting, budgeting, and financial reporting, and compliance with securities and tax laws, regulations and disclosure requirements.
  • Maintain and manage equity-related SOX controls.
  • Manage the equity grant approval process with the Compensation Committee and the CEO.
  • Produce ad hoc reports as needed.
• Under the general direction of the Sr. Director, Total Rewards, manage all aspects of broad-based compensation, including job grading, salary structure maintenance, compensation survey participation, the annual merit process, and pay equity reviews.
• Support the annual Compensation Discussion and Analysis development process, which includes partnering with payroll, legal and finance/accounting to gather all required information, coordinating with the external compensation consultant to update CD&A language, as needed, ensuring the termination scenarios are accurately calculated, and circulating/maintaining draft materials for leadership review.
• Assist with developing Compensation Committee materials in a timely and accurate manner.
  • Drive preparation of meeting materials and ensure accuracy of all documents.
  • Support external compensation consultant projects as designated by the Committee
  • Create Committee binders and upload materials for review.
  • Perform annual analyses needed for Committee review, such as ownership guideline standings, equity usage and plan prevalence updates.
  • Manage the annual pay risk assessment, coordinating with legal, finance/accounting and HR management.
  • Perform ad hoc projects, as directed by leadership and/or the Committee.
• Serve as an internal advisor on the tax and accounting impact of all compensation programs.
• Analyze total compensation arrangements (cash, variable and equity) relative to competitive market practices and the Company’s desired pay positioning.
• Review cash incentive and equity program guidelines as compared to competitive levels, and make recommendations, as necessary.
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