Principal Executive Compensation Management

Discover. A brighter future.

With us, you’ll do meaningful work from Day 1. Our collaborative culture is built on three core behaviors: We Play to Win, We Get Better Every Day & We Succeed Together. And we mean it — we want you to grow and make a difference at one of the world's leading digital banking and payments companies. We value what makes you unique so that you have an opportunity to shine.

Come build your future, while being the reason millions of people find a brighter financial future with Discover.

Job Description:

Designs, structures, and administers executive compensation programs. Responsible for developing the CD&A and tables within the Proxy Statement, evaluating compensation and leveling for officer roles, participating in the year-end compensation process and communicating short and long-term incentive compensation, executive benefits, and perquisite plans. Primary contact to executives to communicate and advise on executive total rewards programs. Actively manages and escalates risk and customer-impacting issues within the day-to-day role to management.

Responsibilities:

• Coordinates and creates materials for Compensation Committee Meetings, manages meeting preparation schedule.
• Critical Develops and implements executive compensation design recommendations (including overall pay mix, short term incentives, long-term incentives, and perquisites), as well as executive benefit programs (in coordination with the benefits team) such as deferred compensation, financial well-being, etc. Benchmarks executive rewards programs ensuring alignment with market trends, prevailing industry practices and competitive positioning relative to industry peers. Assists with other benchmarking and analyses as needed.
• Evaluates officer job roles and recommend job level and compensation. Involved in drafting offers for new hires and promotions.
• Project management of the proxy, and primary responsibility for developing the CD&A and proxy tables and other public filings. Partners with Legal and Finance teams in developing content.
• Primary contact to executives (in coordination with other HR teams) to communicate and advise on total rewards program related inquiries, escalations, and initiatives, onboarding new executives, and what happens at termination or other critical milestone events.
• Leads or provides support to other team members and HR stakeholders on executive compensation related projects as needed, including support of year-end executive compensation related activities. May back-up other Compensation and Stock Plan Admin team members and provide support to their client groups.
• Lead the preparation of Board of Director communications, statements, and processing payments.
• Monitors, tracks and reports on legislation, regulations and other updates pertaining to executive pay. Develops training and communication materials on executive rewards programs.
• Supports and advises on merger & acquisition activities, advises on best practices.

Minimum Qualifications 

At a minimum, here’s what we need from you: 

• Bachelor's Degree in Business Administration and Management, Human Resources, Accounting, Finance, or related field 

• 8+ years of experience in Executive Compensation, Finance, HR or related field 

• In lieu of a degree, 10+ years of experience in Executive Compensation, Finance, HR, or Related Field

Preferred Qualifications 

If we had our say, we’d also look for: 

• 10+ years of experience in Executive Compensation, Experience in Mergers & Acquisitions and Related Integration Activities, Experience in Financial Services industry

• CECP 

Application Deadline:

The application window for this position is anticipated to close on Jun-30-2024. We encourage you to apply as soon as possible. The posting may be available past this date, but it is not guaranteed.

Compensation:

The base pay for this position generally ranges between $88,500.00 to $149,300.00. Additional incentives may be provided as part of a market competitive total compensation package. Factors, such as but not limited to, geographical location, rele