Director, Executive Compensation

About Marvell

Marvell’s semiconductor solutions are the essential building blocks of the data infrastructure that connects our world. Across enterprise, cloud and AI, and carrier architectures, our innovative technology is enabling new possibilities. 

At Marvell, you can affect the arc of individual lives, lift the trajectory of entire industries, and fuel the transformative potential of tomorrow. For those looking to make their mark on purposeful and enduring innovation, above and beyond fleeting trends, Marvell is a place to thrive, learn, and lead. 

Your Team, Your Impact

The Director / Executive Director, Executive Compensation is a senior individual contributor and strategic advisor responsible for the design, administration, and governance of the company's executive compensation programs. This role owns the end-to-end equity budget process, prepares Compensation Committee meeting materials, leads executive market pricing and offer development, and serves as the primary HR partner to Legal on SEC disclosures and proxy-related compensation matters. The successful candidate brings deep technical expertise in executive pay, strong executive presence, and the judgment to operate effectively at the intersection of compensation strategy, corporate governance, and regulatory compliance.

What You Can Expect

• 8–12+ years of progressive experience in executive compensation, with significant exposure to public company environments.
• Demonstrated expertise in equity plan design and administration and share plan governance.
• Proven track record preparing Compensation Committee materials and working directly with senior leaders and Board-level stakeholders.
• Deep proficiency in compensation benchmarking methodology and primary survey data sources (Radford/AON).
• Experience partnering with Legal on proxy disclosures, including CD&A drafting and SEC compliance requirements.
• Advanced Excel/modeling skills; ability to build dynamic compensation models and scenario analyses. Experience building AI models a plus.
• Bachelor's degree in Economics, Finance, Business, or a related field.

Preferred

• Certified Compensation Professional (CCP) and/or Certified Equity Professional (CEP) designation.
• Experience at a publicly traded technology, semiconductor, or high-growth company.
• Familiarity with equity administration platforms.
• Prior experience leading or co-leading external compensation consultant relationships.
• Advanced knowledge of market benchmarking, preferably with Radford/AON).

Technical Excellence

Deep command of executive pay mechanics, equity accounting, and regulatory frameworks. AI modelling a plus.

Executive Presence & Influence

Ability to advise C-suite leaders and Board members with clarity and confidence.

Analytical Rigor

Data-driven decision-making with strong financial modeling and quantitative analysis skills.

Cross-Functional Partnership

Proven collaborator across HR, Legal, Finance, and Corporate Governance functions.

Governance Acumen

Fluency in proxy advisory guidelines, institutional investor expectations, and SEC disclosure requirements.

Discretion & Judgment

Highest standards of confidentiality and professional integrity in handling sensitive compensation data.

What We're Looking For

Equity Program Budgeting & Administration

• Own the annual and long-term equity budget model, including aggregate share usage, and partner with Stock Administration on equity analysis such as dilution, burn rate forecasting, and overhang reporting across all equity vehicles (RSUs, PSUs, stock options, ESPP).
• Partner with Finance and Stock Administration to reconcile grant activity, run share reserve analyses, and support Board approval of equity plan amendments and replenishments.
• Familiar with the equity valuation models (Black-Scholes, Monte Carlo) prepared for disclosures and financial reporting by Accounting function.
• Work with the Senior Director, Compensation on the focal equity grant cycle, establishing eligibility pools, award ranges, and budget allocations by business unit in partnership with HR Business Partners.
• Monitor regulatory and accounting developments (ASC 718, Section 409A, Rule 10b5-1) and proactively assess program impacts.
• Develop special programs and project management of the rollout such as critical talent retention equity program focused on strengthening equity holding power.

Executive Compensation Committee Materials & Board Governance

• Serve as lead architect of all Executive Comp