Director of Executive

• The Director, Executive Compensation will play a critical leadership role in the design, governance, and execution of executive compensation programs
• This role partners closely with Chief People Officer, VP Exec Comp, senior executives key stakeholders to develop innovative, performance‑aligned compensation frameworks that support business strategy, shareholder outcomes, and strong governance
• Executive Compensation Strategy & Design:
• Lead the design, development, and ongoing evolution of executive incentive plans, including annual bonus, long‑term incentive, and retention programs
• Experience doing this both for public and privately held companies is a plus
• Experience doing this for both US and internationally is a plus
• Develop creative, forward‑thinking compensation solutions that align executive pay with business strategy, performance outcomes, and shareholder expectations
• Apply a pragmatic, problem‑solving mindset to complex compensation challenges, balancing market practice, internal equity, and governance considerations
• Mergers and Acquisitions:
• Experience leading and executing Executive Compensation work streams through M&A and other corporate transactions, including:
• Design and execute equity adjustments related to capital transactions (e.g., IPO stock splits, dividends, spin-offs, split-offs, JVs)
• Exec Comp due diligence for all M&A
• Peer Group design and Exec comp benchmarking
• Experience designing startup/sign‑on grants for founding Exec Teams
• Developing executive terms and conditions that comply with local regulations and market expectations
• Executive & Board Stakeholder Management:
• Act as a trusted advisor to senior executives on all matters related to executive compensation
• Build strong relationships with executive leadership, Board committees (e.g., JV Remuneration Committees), Legal, Finance, HR, and external advisors
• Clearly articulate complex compensation topics in a concise, credible, and compelling manner to executive and Board audiences
• Governance &
  
  Risk Management:
• Ensure executive compensation programs comply with all relevant regulatory, governance, and shareholder requirements
• Partner with Legal and external advisors to support Remuneration/Compensation Committee processes, approvals, and disclosures
• Anticipate governance risks and proactively recommend solutions to mitigate them
• Analytics & Financial Acumen:
• Conduct highly detailed quantitative and qualitative analyses to support pay decisions, plan design, and performance assessments
• Demonstrate an acute understanding of company financials, incentive mechanics, and value creation levers
• Translate complex financial and modeling outputs into clear insights and recommendations for senior stakeholders
• Executive & Board Materials:
• Lead the development of high‑quality executive and Board‑level presentations, including Compensation Committee materials
• Ensure materials are strategically focused, analytically sound, and clearly tell the story behind recommendations
• Program Management:
• Manage complex, multi‑stakeholder projects with tight deadlines, ensuring high quality execution and alignment across functions
• Drive end‑to‑end delivery of executive compensation initiatives, from concept through approval and implementation

The role requires a rare combination of deep analytical rigor, strong financial acumen, exceptional communication skills, and the ability to navigate complex and sensitive discussions at the most senior levels of the organization. Proven ability to design and implement executive incentive plans in a complex, highly governed environment. Exceptional communication skills, with the ability to influence and engage senior executives and Board members.

Demonstrated creativity and ability to think “outside the box” while maintaining strong governance discipline. Strong stakeholder management capabilities, including comfort operating in high‑visibility, high‑pressure situations. Extremely analytical, with advanced modeling skills and a deep understanding of financial metrics and incentive mechanics. Extensive experience in executive compensation, ideally in a Director‑level or equivalent leadership role. Strong project management skills with the ability to manage multiple priorities simultaneously.

Experience developing executive‑ and Board‑level presentations and materials. Highly credible, confident, and composed in executive settings. Strategic thinker with a practical, solutions‑oriented mindset. Detail‑oriented, while able to see the broader strategic picture. Comfortable challenging ideas and constructively influencing outcomes. Master or Bachelor of Accounting or other relevant field. CPA or equivalent. Approximately 9 to 15 years of experience working in accounting field in a dynamic multinational environment.

Prefer experienced senior manager at a large public accounting firm or equivalent level of experience.