Our client is seeking a Manager of Executive and Corporate Compensation for an early-career compensation professional ready to take the next big step in their career.
This is a great opportunity for someone with a strong foundation in compensation who is ready for more visibility, ownership, and exposure to executive compensation. The role offers hands-on experience across executive pay, equity programs, broad-based compensation, job architecture, reporting, and governance, while partnering with HR, Legal, Finance, vendors, and external advisors.
Responsibilities
Executive Compensation & Equity Programs
- Support executive compensation, equity, and incentive programs, including salary, grants, vesting, reporting, participant support, and related analyses
- Assist with leadership and committee materials while partnering with HR, Legal, Finance, vendors, and advisors on program administration and governance
Broad-Based Compensation, Job Architecture & Reporting
- Support merit, incentive, compensation planning, market pricing, benchmarking, and broad-based compensation programs
- Maintain job descriptions, job architecture, salary structures, leveling support, reporting, models, and analyses for leadership decisions
Compliance & Governance
- Support compensation-related compliance, governance, audit support, and program documentation
Why This Role Stands Out
- A strong next step for someone in an analyst or lower-level executive compensation role
- Exposure to senior leaders, committee materials, equity programs, and governance
- Opportunity to grow into a more senior executive compensation or total rewards role
Qualifications:
- Bachelor’s degree in Finance, Business, Accounting, HR, or related field (or equivalent experience)
- 6+years of progressive compensation experience , ideally including exposure to executive compensation, equity programs, compensation analysis, or incentive planning
- CCP, CEP, or similar professional certification preferred but not required
Additional Experience That Would Be Helpful
- Master’s degree a plus
- Experience using SuccessFactors or comparable HRIS for compensation planning
- Exposure to executive compensation governance , committee support, or proxy-related materials such as CD&A is a plus
Equal Opportunity Employer/Veterans/Disabled
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