Director, Compensation

Overview This is a full‑time remote opportunity within Fulton Bank's footprint (DE, MD, NJ, PA, VA), requiring monthly travel (~2‑5 days/month) to Fulton's headquarters in Lancaster, PA. This role leads the Compensation function, setting strategic direction in close partnership with the CHRO. It is accountable for the development of a forward‑looking, market‑competitive compensation philosophy and frameworks that enable the organization to attract, retain, and motivate talent while supporting long‑term business performance. The Director oversees the strategy, design, and evolution of compensation programs, including base pay structures, incentive plans, equity strategies, and all related communications, ensuring alignment with enterprise goals, shareholder expectations, and pay‑for‑performance principles. This role drives the ongoing assessment, refinement and communications of compensation programs based on market trends, regulatory developments, and organizational priorities. In a public company environment, the role includes oversight of all executive compensation programs, including design and governance of short‑ and long‑term incentives, equity plans, and related policies. The Director is responsible for preparing and presenting materials for the HR Committee of the Board of Directors, supporting proxy statement disclosures (CD&A and related tables), ensuring regulatory compliance (e.g., SEC requirements), and managing equity program administration and other executive compensation‑related initiatives ensuring that all programs are designed with strong governance, transparency, and regulatory compliance in mind. The Director partners closely with senior leadership to attract, retain, and motivate key talent through innovative and data‑driven compensation practices advancing the HR‑Total Rewards strategy for Fulton. It is a key member of the Employee Experience Council. Lead the design, implementation and communication strategy for Fulton’s base pay, incentive plans, equity programs, and executive compensation structures and programs. As needed, may support and consult internal business group clients as needed on compensation related matters. Client support responsibilities include conducting competitive market analyses, internal equity reviews, advising on job design, conducting job evaluations and FLSA determinations, and advising on job offers. May consult with legal and/or outside consultants. In collaboration with the rest of the Compensation team, responsible for ensuring compensation program information, incentive program summaries, policies and procedures are current, up-to-date and delivered in a timely manner. Participates in the annual compensation planning process as it relates to executive compensation programs or practices. Assists in the management, development, and implementation of executive compensation programs and processes in alignment with Total Rewards priorities and in support of the business. This includes the design, administration, and evaluation of executive STI and LTI programs. Assist in the evaluation, development, and administration of incentive programs, including production and commission plans. Leads the Executive Compensation priorities with other HR colleagues in proposing improvements to compensation programs and administrative processes in support of the company’s Total Rewards strategy, pay philosophy, and culture. Participates in the Total Rewards workstream for M&A deals with a focus on executive compensation items, including due diligence reviews, analyses of target company executive programs and perqs, Change in Control agreements, review of critical or high‑level roles, and integration planning and execution. Participates in the annual compensation planning process as it relates to executive compensation programs or practices. Includes critical role evaluation corresponding with Total Rewards strategy. Responsible for executive compensation processes including pay analyses and stock award valuation modeling. Prepares and presents HR Committee meeting materials. Prepares the Proxy CD&A narrative discussion and, in conjunction with other Compensation team members, is responsible for all CD&A compensation tables. Acts as key contact for Directors of the Board for all HR related questions including onboarding, offboarding and compensation. Meets regularly with executives and serves as main point of contact for their compensation programs and perquisites. Has overall responsibility for compensation audits conducted by Internal Audit, which can include reviewing and recommending updates to Internal Controls, ensuring procedures and narratives are documented and up to date, and responding to auditor requests. Ensures Vendor Risk Management requests for 3rd party vendors are completed as applicable. Participates on cross‑departmental teams and communicates with members of staff at all levels. As needed, works with HRIS, Benefits, HR Business Partners, Talent Acquisition, L&D and ESG, providing guidance from a compensation perspective. Supports an environment of continuous improvement, collaboration, and partnership. Required Education Bachelor's Degree or the equivalent experience. Specialty: Business, Human Resources or related field. Required Experience 10 or more years compensation field including market pricing/benchmarking, job evaluations, incentive plan design, and project management. 5 or more years executive compensation experience in a public company including preparation of the proxy CD&A tables and stock plan administration. Preferred Certifications Certified Executive Compensation Professional, Certified Compensation Professional, or SHRM‑CP. Knowledge, Skills, and Abilities Excellent verbal and written communication skills, and executive presentation skills (Required) Excels in data analytics (Required) Project management skills (Required) Digital acumen; leveraging technology and applications to automate/streamline compensation and Total Rewards processes (Required) Knowledge of and familiarity with Workday (Preferred) Other Duties as Assigned by Manager This role may perform other job duties as assigned by the manager. Each employee of the Organization, regardless of position, is accountable for reading, understanding and acting on the contents of all Company‑assigned and/or job related Compliance Programs, regulations and policies and procedures, as well as ensure that all Compliance Training assignments are completed by established due dates. This includes but is not limited to, understanding and identifying compliance risks impacting their department(s), ensuring compliance with applicable laws or regulations, and escalating compliance risks to the appropriate level of management. Pay Transparency To provide greater transparency to candidates, we share base salary ranges on all job postings regardless of state. We set standard salary ranges for our roles based on the position, function, and responsibilities, as benchmarked against similarly sized companies in our industry. Specific compensation offered will be determined based on a combination of factors including the candidate’s knowledge, skills, depth of work experience, and relevant licenses/credentials. The salary range may vary based on geographic location. The salary range for this position is $127,800.00 - $213,000.00 annually. Additional Compensation Components This job is eligible to receive equity in the form of restricted stock units. This job is eligible to participate in a short‑term incentive compensation plan subject to individual and company performance. Benefits Additionally, as part of our Total Rewards program, Fulton Bank offers a comprehensive benefits package to those who qualify. This includes medical plans with prescription drug coverage; flexible spending account or health savings account depending on the medical plan chosen; dental and vision insurance; life insurance; 401(k) program with employer match and Employee Stock Purchase Plan; paid time off programs including holiday pay and paid volunteer time; disability insurance coverage and maternity and parental leave; adoption assistance; educational assistance and a robust wellness program with financial incentives. To learn more about your potential eligibility for these programs, please visit Benefits & Wellness | Fulton Bank. EEO Statement Fulton Bank (“Fulton”) is an equal opportunity employer and is committed to providing equal employment opportunity for all qualified persons. Fulton will recruit, hire, train and promote persons in all job titles, and ensure that all other personnel actions are administered, without regard to race, color, religion, creed, sexual orientation, national origin, citizenship, gender, gender identity, age, genetic information, marital status, disability, covered veteran status, or any other legally protected status. Sponsorship Statement As a condition of employment, individuals must be authorized to work in the United States without sponsorship for a work visa by Fulton Bank currently or in the future. #J-18808-Ljbffr