Manager Executive Compensation

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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