Job Description

Executive Compensation Director

Bay Area

Job Summary:

The Executive Compensation Leader is responsible for designing, developing, and managing executive compensation programs that attract, retain, and reward top executive talent while aligning with shareholder interests, corporate strategy, and regulatory requirements. This role will serve as a strategic advisor to the Compensation Committee, executive management, and HR leadership, ensuring that all executive pay programs are competitive, compliant, and aligned with business goals.

Key Responsibilities:

• Lead the strategy, design, and implementation of executive compensation programs, including base salary, annual and long-term incentives, equity awards, and executive benefits.
• Partner with senior leadership and the Board Compensation Committee to prepare materials, analysis, and recommendations for executive pay decisions.
• Ensure alignment of executive pay programs with the company’s business strategy, performance outcomes, and shareholder value creation.
• Manage the annual executive compensation cycle, including benchmarking, pay recommendations, goal-setting, and performance evaluation processes.
• Collaborate with Legal, Finance, and Investor Relations to ensure compliance with SEC regulations, tax laws (e.g., 162(m)), and proxy disclosure requirements (CD&A).
• Conduct in-depth market analysis using third-party data sources (e.g., Equilar, Radford, Mercer) to assess competitiveness and support pay-for-performance alignment.
• Develop executive offer packages, retention programs, and succession planning strategies in collaboration with HR and business leaders.
• Monitor emerging trends, best practices, and legislative/regulatory changes impacting executive compensation.
• Support M&A activity by evaluating change-in-control provisions, retention arrangements, and integration strategies for executive pay.
• Provide thought leadership and act as a subject matter expert in all areas of executive compensation.

Qualifications:

• Bachelor’s degree in Human Resources, Finance, Business Administration, or a related field; MBA or advanced degree preferred.
• 10+ years of progressive experience in compensation, with a strong focus on executive and equity-based compensation in large, complex organizations.
• Deep knowledge of compensation design principles, pay governance, proxy disclosure, and compliance requirements.
• Experience supporting Compensation Committees and working directly with C-suite executives.
• Strong analytical and quantitative skills; proficiency in Excel, modeling tools, and compensation survey platforms.
• Excellent written and verbal communication skills, with the ability to present complex information clearly and effectively.
• High integrity and discretion in handling confidential information.

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