Senior Manager Executive Compensation

About Lumen

Lumen connects the world. We are igniting business growth by connecting people, data and applications – quickly, securely, and effortlessly. Together, we are building a culture and company from the people up – committed to teamwork, trust and transparency. People power progress.

We’re looking for top-tier talent and offer the flexibility you need to thrive and deliver lasting impact. Join us as we digitally connect the world and shape the future.

The Role

The Senior Manager of Executive Compensation will manage the development, implementation, and administration of executive compensation strategies and programs, including short- and long-term incentives, stock-based compensation, and executive benefits. The individual will supervise a small team and work closely with Executive and Global Compensation teams, SVP of Total Rewards, Chief People Officer, the Human Resources & Compensation Committee, and external advisors to ensure the executive compensation framework attracts, retains, and motivates top-tier talent while complying with SEC regulations, shareholder interests, and best governance practices.

Work Location

This is a remote opportunity open to candidates located anywhere in the U.S.

The Main Responsibilities

• Competitive Executive Compensation Programs: Lead the development, analysis and execution of competitive total compensation programs for our CEO, Senior Leadership Team and Board of Directors that support the Company’s objectives to attract, retain and reward employees. Competitive total compensation programs include on-boarding, ongoing and off-boarding pay packages, base pay, short term incentive, long term incentive, equity awards, retention programs and severance plans, as well as any other programs and benefits related to executives.
• Incentive Plan Design: Lead the design and implementation of short- and long-term incentive plans that motivate executives to achieve goals that align with business objectives, strategy and shareholder value creation. Deep understanding of broad range of metrics, target setting, payout curves, modifiers and kickers, implementation and communication of new and/or modifications for existing programs, and compliance with legal and accounting rules.
• Equity Compensation Management: Oversee the administration of our global stock-based compensation programs, including time-based and performance-based equity plans, share calculation, vesting schedules, award agreements, equity plan governance to include share pool, burn rate, overhang and dilution. Manage the relationship and ensure the accuracy of data with our third-party equity platform (E*TRADE).
• Market Benchmarking: Conduct ongoing competitive analyses of executive compensation programs and pay components by benchmarking against industry peers and best practices, participation in third-party or custom surveys.
• Human Resources & Compensation Committee Support: Lead the development of all materials for the Human Resources & Compensation Committee meetings and requests, set the agenda. Serve as subject matter expert to the Chief People Officer and Legal. Serve as point of contact for independent compensation consultant to the Human Resources & Compensation Committee.
• Proxy: Lead the preparation of the executive compensation sections of the proxy statement, including CD&A and proxy tables, and partner with legal, investor relations and key stakeholders on shareholder engagement.
• Subject Matter Expert: Ensure executive compensation programs comply with SEC regulations and disclosure requirements. Stay abreast of proxy advisor trends and shareholder expectations, global tax requirements, and financial reporting nuances for executive compensation programs.
• Retention of Key Talent: Lead the development and analysis so management can make informed decision for all retention requests. Manage accuracy of data. Ensure communications meet all legal requirements. Coordinate with Finance department to ensure accuracy of Company related expenses.
• Executive Benefits: Oversee the design and administration of executive benefits, including deferred compensation plans and perquisites.
• External Advisor Management: Manage relationships with external consultants, advisors, and proxy advisory firms to ensure alignment with compensation strategy and governance trends.
• Internal Advisor: Serve as trusted advisor and thought leader with internal stakeholders, including our C-suite, Chief People Officer, SVP of Total Rewards, Board of Directors and Chair of the Human Resources & Compensation Committee.
• Collaboration: Active listener and strategic thinker to work closely with human resources, legal, finance and payroll teams on compensation-related matters.

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