Senior Director Executive

About the job

Purpose of Role

The Senior Director of Executive Compensation will be fully responsible for Lowes’ global executive compensation strategy, plans, programs, and activities. This will include leading the planning, design, implementation, communication, and delivery of company-wide executive compensation programs including executive base compensation and all short and long-term incentive-based plans and programs. This leader will ensure that Lowes’ executive compensation programs are world-class, forward-thinking, and competitive and support Lowes’ business strategy by enhancing organizational capability and driving company performance, culture, and employee engagement by working closely with the Chief Human Resources Officer, Chief Financial Officer, and Chief Legal Officer to develop and lead all executive compensation programs, as well as preparing materials for Compensation Committee, Board approvals, and the Company’s annual Proxy filing.

Responsibility Statements

• Work across Lowes to develop an understanding of company operations, business priorities, culture, and values to represent and influence executive compensation requirements.
• Build credible and trusting relationships with all executives across the company and provide exceptional advice and counsel to these internal clients and other key stakeholders.
• Analyzes current executive rewards programs to ensure they align with Lowes’ business strategy and ensure executive reward programs optimize the ability to attract and retain top executive-level talent.
• Provides strategic and operational leadership in the design, development, implementation, administration, and communication of Lowes’ executive compensation programs, including base pay, incentives, and other executive rewards and perquisites, in alignment with Lowe’s executive compensation philosophy.
• Develop and prepare materials for the Board of Directors and Compensation Committee.
• Prepare CD&A and Executive Compensation Tables for the company’s annual proxy statement and other related disclosures.
• Examine peer proxy disclosures, industry surveys, and reports to track and analyze proxy peer, broader retail, and S&P 500 company compensation practices and trends.
• Manage annual executive compensation, tax, SEC, and accounting laws and trends to ensure internal program compliance.
• Support all internal and regulatory reporting requirements for executives.
• Oversee the competitive benchmarking, design, and administration of executive compensation programs, including base pay, variable pay, merit, compensation planning, job structures, and market analysis focusing on executive market competitiveness.
• Work directly with senior management, the Compensation Committee of the Board, and compensation consultants to evaluate, recommend, design, and implement Lowes’ executive compensation policies and programs.
• Help build an effective communications strategy focused on executive compensation policies and programs, considering the perspectives of all stakeholders.
• Maintain strong external relationships, including compensation and benefits organizations. This leader will be a master and thought leader in the executive compensation function and will keep abreast of new trends to maintain attracting top talent in the competitive marketplace.
• Maintain strong internal relationships with key partners in HR, legal, finance, accounting, tax, etc.

Professional Qualifications/Experience

• 15+ years of sophisticated and innovative executive compensation experience within a publicly traded company of a reasonably large scale.
• Demonstrated track record of success in developing and implementing effective executive compensation programs. Require strong technical, managerial, collaborative, and teambuilding skills with the ability to balance tactical and strategic responsibilities.
• Strategic Vision for Executive Compensation - a track record of successfully implementing creative total rewards programs for executive and officer levels of an organization with effective delivery systems, ideally for a large complex organization.
• Strong Financial and Technical Skills – including all executive compensation design and…