Director, Executive Compensation

About the Team As the Director of Executive Compensation, you will join a high-impact, agile Total Rewards organization that acts as a strategic engine for the company’s growth. We operate at the intersection of corporate strategy, finance, and human resources, ensuring our leadership incentive structures directly accelerate our mission to reimagine the way the world moves for the better. This is not a traditional, siloed corporate function. We are a data-driven, collaborative team that thrives on complexity, rapid scaling, and innovative design. You will work alongside world‑class peers in broad-based compensation, benefits, equity operations, while serving as a trusted advisor to the highest levels of company leadership. About the Role You will lead the creation of Compensation Committee materials and administration of executive pay programs that satisfy both the SEC’s requirements and the high growth expectations of our investors. You will also help with the creation of our annual proxy statement in an attempt to secure a high Say‑on‑Pay vote. You will ensure the executive team is rewarded for building long‑term shareholder value while maintaining compliance. What You’ll Do Compensation Committee Materials: Act as a technical expert, preparing Board‑ready decks for quarterly Compensation Committee materials. Executive Benchmarking: Partner with the Compensation Committee’s independent consultant on executive compensation benchmarking, peer group changes, and potential impact of emerging trends. Dilution: Maintain models to assess dilution, burn rate, and stock‑based compensation expense. Executive Offers: Partner with Talent Acquisition on executive offers. Proxy Statement: Partner with Legal in drafting of the Compensation Discussion and Analysis (CD&A). You will translate complex pay decisions into a narrative that wins over institutional investors and proxy advisors (ISS/Glass Lewis). You will prepare most of the compensation tables included in the proxy statement and partner with management consultants on complicated compensation tables such as the PVP table. Partner closely with Legal and Finance to ensure executive compensation programs align with disclosure, governance, and compliance requirements. Collaborate cross‑functionally within Uber to ensure accurate execution, implementation, and ongoing oversight of executive compensation programs. Manage special projects as necessary. Basic Qualifications 10+ years of experience in executive compensation, ideally within high‑growth and/or large‑cap technology companies Direct experience supporting executive compensation decisions, Compensation Committee processes, benchmarking, disclosures, and governance/compliance requirements, and compensation surveys Preferred Qualifications Advanced Excel and/or Google Sheets skills, exceptional written and verbal communication skills, and comfort producing board‑level and executive‑ready materials Exemplary judgment and absolute discretion in managing highly confidential executive compensation data and sensitive leadership matters The Toolkit Transparency: CD&A Disclosures Technical writing that simplifies SEC Regulation S‑K requirements. Precision: Section 16 Filings Review filings when necessary; partner with Legal when needed. Technology: Reporting Tools Workday/Oracle; Morgan Stanley/Shareworks Modeling: LTI Payouts & Dilution Models Partner with a consultant on simulating TSR (Total Shareholder Return) to predict future equity vesting levels. Create and maintain dilution models that helps us track equity spend and estimate stock‑based compensation Critical Performance Metrics (KPIs) Say‑on‑Pay Support: Achieving >90% shareholder approval for executive pay proposals. Reporting Integrity: Zero SEC comments or restatements related to executive compensation disclosures. Competitiveness: Maintaining executive pay within the chosen tech peer group to prevent poaching by competitors. Advanced Technical Knowledge Required Internal Revenue Code: Deep knowledge of Section 162(m) and Section 409A to avoid tax penalties for the company and the executives. GAAP Accounting: Understanding ASC 718 to collaborate with Finance on the "fair value" of equity grants and their impact on the company’s P&L. For San Francisco, CA‑based roles: The base salary range for this role is USD$237,000 per year - USD$263,000 per year. You will be eligible to participate in Uber's bonus program, and may be offered an equity award and other types of compensation. All full‑time employees are eligible to participate in a 401(k) plan. You will also be eligible for various benefits. More details can be found at Uber's mission is to reimagine the way the world moves for the better. Here, bold ideas create real‑world impact, challenges drive growth, and speed fuels progress. What moves us, moves the world - let's move it forward, together. Uber is proud to be an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you have a disability or special need that requires accommodation, please let us know by completing this form. Offices continue to be central to collaboration and Uber’s cultural identity. Unless formally approved to work fully remotely, Uber expects employees to spend at least half of their work time in their assigned office. For certain roles, such as those based at green‑light hubs, employees are expected to in‑office for 100% of their time. Please speak with your recruiter to better understand in‑office expectations for this role. #J-18808-Ljbffr Uber