Executive Compensation Manager

Description

Job Summary

The Executive Compensation Manager is responsible for updating and managing executive compensation programs that align with the company’s strategic goals. This role involves ensuring that compensation practices are competitive, compliant with regulations, and attract and retain top executive talent.

Key Responsibilities

• Develop and implement executive compensation strategies: Create innovative compensation packages that are competitive and align with business objectives. This includes designing salary structures, bonuses, stock options, and long-term incentive plans.
• Benchmarking: Conduct market analysis and benchmarking to ensure executive compensation is competitive within the industry. This involves analyzing compensation surveys and reports to compare against industry standards.
• Compliance: Ensure all executive compensation programs comply with legal requirements and corporate governance standards. Keep abreast of changes in compensation laws and regulations, ensuring timely updates to company policies.
• Compensation Committee support: Prepare materials and presentations for the Compensation Committee and Board of Directors. Provide expert advice and recommendations on compensation strategies and adjustments.
• Performance evaluation: Collaborate with HR and executive leadership to assess performance and determine appropriate compensation adjustments. This includes developing performance metrics and conducting regular performance reviews.
• Stakeholder communication: Communicate compensation strategy and policies to executives and relevant stakeholders. This involves preparing detailed reports and conducting meetings to explain compensation decisions.
• Data analysis: Analyze compensation data to track trends, forecast costs, and identify potential risks. Utilize data analytics tools to generate insights and inform decision-making processes.
• Policy development: Develop and maintain policies related to executive compensation, including stock options, bonuses, and other incentives. Ensure policies are documented and accessible to relevant parties.

Qualifications

• Education: Bachelor’s degree in business, Human Resources, Finance, or a related field. An MBA or relevant advanced degree preferred.
• Experience: Minimum of 3-5 years of experience in executive compensation within the private and public sector.
• Technical skills: Proficient in compensation software and data analysis tools. Experience with HRIS systems and advanced Excel skills are essential.
• Knowledge: Strong understanding of compensation laws, regulations, and best practices. In-depth knowledge of executive compensation trends and market practices.
• Analytical skills: Exceptional analytical and problem-solving skills. Ability to interpret complex data and provide actionable recommendations.
• Organizational Skills: Ability to manage multiple tasks and priorities in a fast‑paced environment.
• Interpersonal Skills: Strong interpersonal skills and the ability to work collaboratively with cross‑functional teams.
• Communication skills: Excellent verbal and written communication skills. Ability to present complex information clearly to various stakeholders.
• Attention to detail: High level of accuracy and attention to detail in managing complex compensation structures. Ability to manage multiple priorities and meet deadlines.

Skills

• Analytical Thinking
• Budgeting
• Business Intelligence (BI)
• Change Management
• Compensation Administration
• Compensation Management
• Compensation Plans
• Confidentiality
• Deferred Compensation
• Detail‑Oriented
• End‑to‑End Project Management
• Global Compensation
• High‑Integrity
• Human Resources Information Systems (HRIS) Administration
• Interpersonal Communication
• Leading by Influence
• Microsoft Office
• Negotiation
• Regulatory Requirements
• Stakeholder Management
• Strategic Thinking
• Worker's Compensation

Certifications

• Required: None
• Preferred: Compensation certification (e.g., CCP)

Physical Requirements

Ability to work in an office environment and perform tasks that may require sitting, standing, and using office equipment.

Compensation range for this role is $130,000.00 to $150,000.00 USD annually and may be eligible for an annual bonus.

Your specific salary will be determined based on several factors:

• Location-based market rate for the role
• Your abilities in relation to the job specification
• Performance during screening and interview
• Pay parity with the wider team in the considered location

Further details about the package will be provided during the initial screening call with the Talent Acquisition Team.

It is Epiq’s policy to comply with all applicable equal employment opportunity laws by making all employment decisions without unlawful regard or consideration of any individual’s race, religion, ethnicity, color, sex, sexual orientation, gender identity or expressions, transgender status, sexual and other reproductive health decisions, marital status, age, national origin, genetic information, ancestry, citizenship, physical or mental disability, veteran or family status or any other basis protected by applicable national, federal, state, provincial or local law. Epiq’s policy prohibits unlawful discrimination based on any of these impermissible bases, as well as any bases or grounds protected by applicable law in each jurisdiction. In addition Epiq will take affirmative action for minorities, women, covered veterans and individuals with disabilities. If you need assistance or an accommodation during the application process because of a disability, it is available upon request. Epiq is pleased to provide such assistance and no applicant will be penalized as a result of such a request. Pursuant to relevant law, where applicable, Epiq will consider for employment qualified applicants with arrest and conviction records.