VP Executive Compensation

What you’ll do:

The Vice President, Executive Compensation will report directly to the Vice President, Total Rewards (TR).

Key Criteria of the Position Includes:

• Oversight of the design, development, and governance of executive compensation programs. Ensuring that programs are aligned with the company’s strategic objectives, is competitive, equitable, and aligned with best-in-class governance expectations, shareholder interests, and market practices.
• Advise VP TR, CHRO and management on executive compensation matters including market trends, regulatory changes, and proxy reporting changes.
• Co-lead planning, preparation and distribution of compensation committee materials including drafting each meeting agenda and meeting minutes.
• Act as a liaison to the Compensation and Organization Committee’s independent consultant: provide meeting agendas, Officer/Board compensation data, survey data/access, job descriptions, and other information at the consultant’s request. Provide the consultant with Committee meeting materials prior to each review session and Committee meeting.
• Monitor and recommend designing enhancements to executive pay programs as appropriate, based on the external market and/or regulatory environment.  Ensure compensation approaches reinforce company culture, leadership expectations, and transformation priorities.
• Responsible for tabular and narrative disclosure on executive compensation, including the Compensation Discussion and Analysis, Tally Sheet and prescribed proxy tables, and other regulatory filings.
• Collaborate with legal, tax and finance to ensure components of executive compensation are properly accounted for, and policies and processes are compliant with relevant regulations.
• Conduct benchmarking of executive pay and pay practices for equity-eligible positions.
• Provide guidance and governance to the enterprise on day-to-day compensation matters such as job evaluations, offers, severance packages, incentive design, policies, and practices.
• Collaborate with legal and investor relations on shareholder outreach efforts as needed.
• Support the Office of the Secretary with items related to Board of Director Compensation as needed.
• Acts as the primary contact for compensation-related diligence in acquisition and divestment activities.  Supports the transition from diligence to integration.
• Collaborate on the annual planning process and compensation cycle for executive compensation programs (EIC, LTI and ESIP).
• Collaborate with the corporate compensation leader and executive leadership team on compensation decisions for senior executives across the company.
• Partner with the talent team to strengthen the connection on how executive compensation supports leadership development, succession planning, and enterprise talent strategy.
• Develop clear, compelling communications on compensation structure, design and performance metrics for leaders and plan participants.
• Educate HR Business Partners and senior leaders on executive compensation programs to ensure consistent understanding and application.
• Oversee executive perquisite and benefit programs including COLI management, Executive Life Insurance, financial planning reimbursement, and executive vehicle insurance eligibility.
• Manage relationships with external consultants, vendors, and internal Centers of Expertise to ensure alignment across HR strategies and priorities.
• Lead, coach and develop a team of two that support executive compensation programs.
• Maintains strict confidentiality and upholds governance standards in all aspects of executive compensation.

Qualifications:

Basic Qualifications:

• Bachelor’s degree from an accredited institution is required.
• Minimum of at least 10 years of publicly traded company and/or consulting compensation experience including at least 2 years direct, hands-on experience with executive compensation governance including proxy preparation, Tally Sheet compilation, and development of Board materials.
• Direct experience with executive compensation operations and understanding of vendor feeds, third-party vendor platforms, and vendor management.
• Solid understanding of equity and non-qualified deferred compensation plan design, plan administration, accounting, tax, and regulatory requirements.
• Knowledge of tax and accounting practices for the various forms of executive compensation including awareness and understanding of 409A and 280G.
• Demonstrated ability to meet highly critical,