Director, Executive Rewards

Director, Executive Rewards

The job responsibilities outlined in this document are not exhaustive and may evolve over time and be reviewed according to business needs.

The Director Executive Remuneration is responsible for the design, governance, implementation, and continuous improvement of SES's executive compensation programs globally. The role ensures remuneration practices support the company's business strategy, executive talent agenda, shareholder expectations, and regulatory requirements while maintaining market competitiveness and strong governance standards. As a trusted advisor to the Vice President Total Rewards, Human Resources Leadership Team, Senior Leadership Team and the Remuneration Committee, the role provides strategic insights and recommendations on executive compensation, incentives, and remuneration-related risk management.

The incumbent also plays an essential role in developing the team and advancing the Rewards function agenda across the organization, ensuring effective governance oversight, driving capability building, and delivering complex cross-functional projects.

The success of the role is reflected in the organization’s ability to communicate remuneration practices clearly, credibly, and transparently to employees, Company leadership, shareholders, and external market stakeholders, reinforcing trust and supporting the Company’s governance objectives.

• Lead the development, review, and enhancement of executive remuneration strategies aligned with company objectives and talent priorities.
• Design and maintain short-term and long-term incentive plans for SLT and other senior executive leaders.
• Evaluate market trends, peer practices, and emerging remuneration developments to ensure external competitiveness and internal equity.
• Develop recommendations regarding executive pay positioning, compensation philosophy, and incentive design.

• Serve as a remuneration subject matter expert supporting the Remuneration Committee and Board governance processes.
• Prepare executive compensation analyses, reports, presentations, and recommendations for Board and Committee meetings.
• Provide independent insights regarding remuneration risk, governance considerations, and shareholder perspectives.
• Coordinate and manage external executive compensation consultants as required.

• Ensure executive remuneration programs comply with applicable regulatory, legal, tax, disclosure, and corporate governance requirements across relevant jurisdictions.
• Monitor developments in remuneration regulations, governance codes, and investor expectations.
• Maintain robust governance frameworks, policies, and controls related to executive compensation decisions and approvals.

• Oversee the annual executive compensation cycle, including salary reviews, annual incentives, long-term incentive awards, and executive compensation planning.
• Partner with Finance, Legal and HR leadership to ensure alignment between business performance and incentive outcomes.
• Model compensation scenarios and evaluate financial and behavioral impacts of remuneration decisions.
• Advise senior leadership on remuneration implications related to executive recruitment, retention, succession planning, and leadership transitions.
• Support the development of executive employment offers and retention arrangements.
• Conduct executive pay analyses to support key talent decisions.
• Build effective partnerships with senior business leaders, Finance, Legal, Investor Relations, and external advisors.
• Lead executive remuneration benchmarking exercises and maintain awareness of peer company practices.
• Develop compelling executive compensation narratives for internal and external stakeholders.
• Contribute to the development and execution of the overall Rewards strategy, ensuring alignment with business priorities, talent objectives, and organizational values.
• Provide governance oversight across Rewards programs, policies, and processes, promoting consistency, compliance, and effective risk…