Director of Executive

SUMMARY

Responsible for leading the strategy, design, governance, administration, communication, and ongoing effectiveness of executive compensation programs s position serves as an executive compensation subject matter expert and trusted advisor to Total Rewards leadership, Human Resources, Finance, Legal, Tax, Payroll, executive leadership, external consultants, and governance stakeholders. The Director ensures executive compensation programs are competitive, equitable, well governed, compliant, clearly communicated, and aligned with Mortenson's long‑term business objectives, pay‑for‑performance philosophy, and executive talent strategy.

• Lead the executive compensation philosophy, strategy, program framework, governance model, and annual planning process.
• Design, evaluate, and administer executive compensation programs, including base salary, annual incentive, long‑term incentive, deferred compensation, executive benefits, executive allowances, and other specialized executive reward programs across multiple businesses.
• Develop recommendations for executive offers, promotions, adjustments, retention awards, leadership transitions, retirement transitions, and separation arrangements.
• Ensure executive compensation programs support competitiveness, retention, internal equity, business performance, leadership continuity, and long‑term organizational objectives.

• Lead preparation of Board Compensation Committee materials, including agendas, meeting calendars, market analyses, data schedules, recommendation summaries, decision records, and executive narratives.
• Lead executive and Board compensation benchmarking using custom private‑company peer groups, industry survey data, and relevant market sources.
• Partner with executive compensation consultants to develop custom peer groups, validate market data, review methodology, and evaluate market trends and program design alternatives.
• Provide insights regarding market competitiveness, pay positioning, internal relationships, pay‑for‑performance alignment, retention risk, and financial impact.
• Maintain recurring governance routines and documentation that support consistent, defensible, and audit‑ready executive compensation decisions.

• Lead design, modeling, administration, and communication of long‑term incentive programs appropriate for a large private company environment.
• Evaluate cash‑based long‑term incentives, performance units, value‑sharing approaches, and other executive retention mechanisms.
• Translate complex plan design concepts into practical recommendations and participant communications that are clear, accurate, and leader‑ready.

• Ensure executive compensation plans and practices are administered in accordance with applicable legal, tax, accounting, payroll, and governance requirements, including IRC Section 409A where applicable.
• Partner with Legal, Tax, Finance, Payroll, Benefits, HR Operations, and external advisors on plan documents, accruals, reporting, participant communications, distributions, and issue resolution.
• Maintain highly confidential executive compensation data, approvals, documentation, and historical records with strong controls and discretion.
• Identify process risks, strengthen internal controls, and ensure recurring executive compensation cycles are well planned, well documented, and accurately executed.

• Bachelor's degree in Business Administration, Finance, Economics, Human Resources, Accounting, or related field required;
  Master's degree preferred.
• Minimum of 10 years of progressive compensation, Total Rewards, finance, human resources, or related analytical experience required.
• Minimum of 5 years of executive compensation experience required, preferably in a large private company or complex enterprise environment.
• Experience preparing materials for executive leadership, Compensation Committees, Boards of Directors, or equivalent governance forums required.
• Experience designing, modeling,…