Senior Executive Compensation Partner

What You’ll Do

• Lead executive market reviews and develop recommendations for executive compensation, including base pay, long-term incentives, short-term incentives, executive perks and one-time payments.
• Perform research and analysis on peer group and market trends related to executive compensation programs.
• Deliver analysis on the effectiveness and competitiveness of existing programs and model potential impact of alternatives and future programs (including STI, LTIP, Deferred Comp and Exec Perk programs).
• Develop materials for key meetings and updates with senior leaders and for the Compensation Committee of the Board of Directors.
• Participate in preparation of the Proxy tables and the CD&A statement.
• Lead the annual and off-cycle long-term incentive planning process (guidelines, budgets, legal/regulatory compliance, approval process, participant communications).
• Work closely with partners in Talent, Legal, Finance, Global Compensation, HR Operations and HR Systems to ensure compliance, data accuracy and coordination of all changes and communications.
• Provide compensation support to M&A activities.
• Mentor junior team members.

What You Have

• 8+ years of Finance, HR, and/or compensation experience with 3+ years in executive compensation.
• Hands-on experience on the design of complex Short Term Incentive (STI) and Long Term Incentive (LTI) programs.
• Ability to communicate effectively with senior leaders and maintain confidentiality of all sensitive matters and information.
• Effective execution and collaboration skills, leveraging both internal and external partners and vendors.
• Advanced analytical skills and proficiency in Google Suite.
• Exceptional attention to detail with proven experience establishing robust documentation processes and audit trails for executive compensation decisions.
• Ability to manage urgent, high-profile projects—including Board and Compensation Committee preparation—with flexibility hours, strong judgment, and effective prioritization.

What Could Set You Apart

• Familiarity with the Fidelity system and Workday.
• Working knowledge of SEC regulations and a solid understanding of proxy advisory firm methodologies, particularly ISS and Glass Lewis.
• Experience working in a large, high matrixed, global organization.
• Experience in deferred compensation.
• Progress toward or completion of a Certified Executive Compensation Professional (CECP).
• Proficiency in creating efficiencies for reporting, testing and checking data with AI.