321 Executive Compensation jobs in the United States

At F5, we strive to bring a better digital world to life. Our teams empower organizations across the globe to create, secure, and run applications that enhance how we experience our evolving digital world. We are passionate about cybersecurity, from protecting consumers from fraud to enabling companies to focus on innovation.

Everything we do centers around people. That means we obsess over how to make the lives of our customers, and their customers, better. And it means we prioritize a diverse F5 community where each individual can thrive.

Position Summary: We are seeking a Senior Executive Compensation / Total Rewards Program Manager with results-driven program management leadership to oversee and drive strategic initiatives. This role will be responsible for leading cross-functional People & Culture programs including acting as M&A lead for the People & Culture team, program managing deliverables for the Talent and Compensation Committee of the Board and other Total Rewards programs including global equity program design and executive compensation. The ideal candidate will have a strong background with project management, presentation development, strong analytical skills, and the ability to influence and collaborate with executive leadership.

Primary Responsibilities:

• Lead the preparation of materials and coordination with cross functional stakeholders on deliverables to the Board’s Talent & Compensation Committee including drafting, analysis, modeling, and market assessments
• Create and implement process improvements that support employee engagement and enablement in our equity compensation programs. You’ll get to be creative, leveraging out of the box thinking to help deliver a best-in-class experience for employees and leadership.
• Ownership of compensation policy development, including areas such as sign-on bonuses, internal movement, rehire policy, etc.
• Developing and presenting executive level reports to Executive Leadership
• Monitor executive compensation trends, staying abreast of applicable legislation requirements
• Serve as a trusted advisor to senior leaders and global HR business partners on executive compensation matters
• Manage the review process of executive-level promotions, new hire offers and compensation reviews
• Partner with functional experts in finance, legal and communications
• Perform other duties as assigned.

Minimum Education

• Bachelor's Degree or equivalent in Business, Finance, Human Resources or related area

Minimum Experience

• Eight+ (8+) years of experience in executive compensation or related HR strategic program management and planning.

Knowledge, Skills and Abilities

• You have a demonstrated ability to deliver against a plan with an operational mindset, and have a track record for supporting the design, implementation and scaling of HR programs, ideally compensation programs through inceptions, to policies, processes, and systems with a focus on employee experience.
• You have exceptional stakeholder management skills with a demonstrated ability to develop strong relationships that serve as one of the foundations of your leadership.
• You have exceptional Excel/analytics skills and have a track record of utilizing those skills to create dynamic models, tools and analyses to support decision making.
• You have strong communication and presentation skills and have experience presenting analysis and findings to executive leaders using analytics to tell a story with insights and trends.
• You have an ability to anticipate and identify problems and use sound judgment and fact-based analysis to develop effective and efficient solutions.
• You possess the verbal and written communication skills necessary to communicate with and influence all levels of employees, including top leadership and an ability to work in fast-paced environment, managing competing priorities and drive cross functional projects.

Preferred Qualifications: Experience in Global Executive and Equity compensation.

The Job Description is intended to be a general representation of the responsibilities and requirements of the job. However, the description may not be all-inclusive, and responsibilities and requirements are subject to change.

The annual base pay for this position is: $175,360.00 - $263,040.00

F5 maintains broad salary ranges for its roles in order to account for variations in knowledge, skills, experience, geographic locations, and market conditions, as well as to reflect F5’s differing products, industries, and lines of business. The pay range referenced is as of the time of the job posting and is subject to change.

You may also be offered incentive compensation, bonus, restricted stock units, and benefits. More details about F5’s benefits can be found at the following link: . F5 reserves the right to change or terminate any benefit plan without notice.

Please note that F5 only contacts candidates through F5 email address (ending with @f5.com) or auto email notification from Workday (ending with f5.com or @myworkday.com).

Equal Employment Opportunity

It is the policy of F5 to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, color, national origin, sex, sexual orientation, gender identity or expression, age, sensory, physical, or mental disability, marital status, veteran or military status, genetic information, or any other classification protected by applicable local, state, or federal laws. This policy applies to all aspects of employment, including, but not limited to, hiring, job assignment, compensation, promotion, benefits, training, discipline, and termination. F5 offers a variety of reasonable accommodations for candidates. Requesting an accommodation is completely voluntary. F5 will assess the need for accommodations in the application process separately from those that may be needed to perform the job. Request by contacting .

Aon is looking for a Executive Compensation Consultant for our Rewards Solutions team. Aon's Rewards Solutions is the industry leader, providing advice and benchmarking companies to address their toughest HR and rewards challenges: attracting, engaging and retaining talent. Their advisors provide industry-specific expertise, applying an analytical approach that integrates market data, trends and our experience in working with nearly 2,000 companies - from Global 1000 firms to start-ups - to balance the needs of executives, employees and shareholders. Their advice is customized to their client's unique situation to ensure rewards programs are not just competitive - but can be a competitive advantage. We currently have an exciting career opportunity for a Compensation Consultant for our Executive Compensation Consulting practice. In this role, you are refining and applying your knowledge of compensation design and implementation practices to deliver high quality and effective client solutions. You will lead projects with minimum direction from more experienced consultants and/or serve as a team member for larger, more complex client engagements. In this role, you will be primarily delivering billable client work, but will support selling efforts and be a part of proposal teams. Candidate can be located virtually and near any of our Aon offices in the United States. Job Responsibilities: Serve as intermediary between Account Manager (Directors, Associate Partners, Partners), junior staff resources (Analysts) and Client. Manage client projects from start to finish, translating client needs into analysis and design recommendations across topics such as executive compensation, board of director compensation, incentive plan design, equity guidelines. Manage projects within agreed upon timeline and within budget. Review and be accountable for all methodology/analysis/output on each staffed project. Provide regular guidance and developmental feedback to junior staff. Develop summary reports including findings and recommendations. Interface and co-deliver presentations to client. Assist in overseeing key areas of firm research. Assist in new business/firm development activities (e.g., speeches, white papers, etc.). Assist in training on junior associates. You Bring Knowledge and Expertise Suggested Experience: 3 years of compensation consulting or related experience. Executive compensation experience preferred. Technology and/or Life Sciences industry experience preferred. Skills: Strong quantitative background and skill set. Highly proficient in MS Excel and PowerPoint. Excellent written and oral communication. Ability to synthesize and communicate large amounts of data into key findings and identify related business issues. Have an 'eye for detail,' while not losing focus of the bigger picture. Confidence to present and defend methodology/recommendations to C-level and Board of Directors audience. Leadership experience in terms of mentoring or developing peers and/or junior team members. Experience of working effectively within teams (professionally or otherwise). Strong organizational and project management skills. Ability to multi-task and manage multiple complex projects in fast-paced, loosely-structured and deadline-oriented environment. Maturity to operate independently, yet maintain open communication with team members on changing landscape/priorities. Track record of success in terms of historical performance rating and/or utilization (billable hours/total hours). Education: Bachelor's degree, preferably with a focus in Finance, Economics, Statistics or Mathematics. Other majors will also be considered. What makes Rewards Solutions unique? Rewards Solutions empowers the world's most accomplished organizations to hire, retain and engage the amazing people they need to achieve extraordinary success. We also empower our colleagues for success through top-notch formal training; invaluable on-the-job experiences, including immediate and direct contact with clients; a flat organizational hierarchy that allows for fast communication, collaboration and decision-making; and the global resources of Aon. We look for individuals who are inclusive, responsive, agile, work fast, and over-deliver - all while having fun and maintaining a sense of humor. The salary range for this position is $100,000.00 to $180,000.00 annually. This salary range is an estimate and the actual salary will vary based on applicant's education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on applicant's geographic location. This position is eligible to participate in one of Aon's annual incentive plans. The amount of the incentive varies and is subject to the terms and conditions of the applicable incentive plan. We offer you: A competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization. Aon offers a comprehensive package of benefits for full-time and regular part-time colleagues, including, but not limited to: a 401(k) savings plan with employer contributions; an employee stock purchase plan; medical, dental and vision insurance, various types of leaves of absence, paid time off, including sick days and vacation days, short-term disability and optional long-term disability, health savings account, health care and dependent care reimbursement accounts, employee and dependent life insurance and supplemental life and AD&D insurance; optional personal insurance policies, adoption assistance, tuition assistance, commuter benefits, and an employee assistance program that includes free counseling sessions. Eligibility for benefits are governed by the applicable plan documents and policies. Our Colleague Experience: From helping clients gain access to capital after natural disasters, to creating access to health care and retirement for millions, Aon colleagues empower results for our clients, communities, and each other every day. They make a difference, work with the best, own their potential, and value one another. This is the Aon Colleague Experience, defining what it means to work at Aon and realizing our vision of empowering human and economic possibility. To learn more visit Aon Colleague Experience. About Aon: Aon plc (NYSE: AON) is a leading global professional services firm providing a broad range of risk, retirement and health solutions. Our 50,000 colleagues in 120 countries empower results for clients by using proprietary data and analytics to deliver insights that reduce volatility and improve performance. By applying for a position with Aon, you understand that, should you be made an offer, it will be contingent on your undergoing and successfully completing a background check consistent with Aon's employment policies. Background checks may include some or all of the following based on the nature of the position: SSN/SIN validation, education verification, employment verification, and criminal check, search against global sanctions and government watch lists, fingerprint verification, credit check, and/or drug test. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. You will be notified during the hiring process which checks are required by the position. Aon provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, or domestic partner status. Aon is committed to a diverse workforce and is an affirmative action employer. DISCLAIMER: Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. #J-18808-Ljbffr

The Director of Executive Compensation is a key member of the Total Rewards COE. Reporting to the Head of Total Rewards, this role will oversee the design, development, execution and administration of the Company’s executive compensation programs across the globe. This position will ensure the appropriate programs are in place to support IDEXX’s global growth and strategic objectives. What You Will Be Doing: You will oversee the design, development, and implementation of executive compensation related plans and programs . You will serve as executive compensation team technical lead for annual proxy planning and drafting process. This includes being a core team member helping to coordinate production process with legal. Also serves as the primary contact for financial reporting staff’s review of the proxy. You will be responsible for the preparation and / or review of all proxy statement compensation tables (executive and director) as well as related footnotes. Responsible for drafting language regarding executive compensation programs for inclusion in proxy statement CD&A . You will collaborate with Legal and Investor Relations in shareholder outreach efforts with respect to executive compensation programs. You will be responsible for the annual review of market data for all senior executives. You will provide expert support on executive job evaluations and provides compensation recommendations for both internal and new hire positions. You will be responsible for the production process of meeting materials for the Compensation and Talent Committee (C&TC) of the Board of Directors . This includes preparation of executive compensation materials, which involves interaction with the C&TC’s independent consultant, providing information and aligning strategy and materials between consultants and management. You will ensure that programs are aligned with Executive Compensation philosophy and strategies. Responsible for regular external studies to determine effectiveness and competitiveness of executive compensation programs. Model potential financial impact of alternatives and future programs. You will develop and maintain peer competitive intelligence for real-time understanding of competitive landscape. You will be responsible for the Deferred Compensation Plan and serve as liaison with Benefits area for executive benefits . You will be responsible for equity plan communication and administration related to retirees and Board of Directors. You will liaise with legal department colleagues to remain current on compensation-related laws and trends and recommend changes to our programs as appropriate. Partner with appropriate internal parties to ensure internal program compliance. You will develop communications to ensure plan participants understanding of programs and increase the perceived value of executive compensation offerings. You will develop collaborative working relationships with internal and external resources (including legal, corporate accounting and finance, investor relations, tax, legal, payroll, etc.) to ensure all actions, plans and programs pertaining to executive compensation comply with internal corporate governance guidelines and external regulatory requirements. You will participate in rotation/special projects within the global total rewards organization; including management of pay audit / pay gap reporting activities. What You Need To Succeed: Bachelor’s degree in Business, Finance or Accounting or equivalent relevant experience. 10 years of functional experience in designing and managing executive, including long-term incentive. compensation programs on a global basis or the equivalent combination of education and experience. Demonstrated ability to influence others and drive results. Ability to comprehend, manage, assess and integrate a variety of complex issues and viewpoints. Strong technical and analytical ability, with an eye for detail and accuracy. Strong project management skills, able to manage multiple priorities and meet deadlines. Strong written and verbal communication skills. Strong collaboration skills and facilitation skills with the ability to build relationships across multiple functions. Robust financial acumen; understanding of accounting and tax issues related to executive compensation programs preferred. Flexibility to work well under pressure managing multiple priorities and tight deadlines. Advanced knowledge of Excel and PowerPoint. Strong interpersonal skills, with the ability to build relationships across multiple functions. Demonstrated ability to gain the attention and respect of senior level leaders and effectively present information to executives. Ability to handle sensitive and confidential information appropriately. Why IDEXX? We’re proud of the work we do, because our work matters. An innovation leader in every industry we serve, we follow our Purpose and Guiding Principles to help pet owners worldwide keep their companion animals healthy and happy, to ensure safe drinking water for billions, and to help farmers protect livestock and poultry from disease. We have customers in over 175 countries and a global workforce of over 10,000 talented people. So, what does that mean for you? We enrich the livelihoods of our employees with a positive and respectful work culture that embraces challenges and encourages learning and discovery. At IDEXX, you will be supported by competitive compensation, incentives, and benefits while enjoying purposeful work that drives improvement. Let’s pursue what matters together. IDEXX values a diverse workforce and workplace and strongly encourages women, people of color, LGBTQ+ individuals, people with disabilities, members of ethnic minorities, foreign-born residents, and veterans to apply. IDEXX is an equal opportunity employer. Applicants will not be discriminated against because of race, color, creed, sex, sexual orientation, gender identity or expression, age, religion, national origin, citizenship status, disability, ancestry, marital status, veteran status, medical condition, or any protected category prohibited by local, state, or federal laws. #LI-CB1 #J-18808-Ljbffr

We are seeking a detail-oriented, analytical, and collaborative Executive Compensation Analyst to support in the design, analysis, and governance of executive pay programs within a dynamic technology company. This role will contribute to internal management initiatives and Compensation & Talent Committee materials through research, data modeling, report writing, and competitive benchmarking. ESSENTIAL DUTIES AND RESPONSIBILITIES: Conduct market research, peer analysis, and benchmarking to support executive compensation decisions. Assist in preparing materials for the Compensation & Talent Committee, including summaries, charts, and recommendations. Support in the design, analysis, and administration of short- and long-term incentive plans, equity grants, and performance-based awards. Collaborate cross-functionally with Finance, Legal, and HR Business Partners to gather data and ensure alignment on executive pay strategies. Monitor regulatory, governance, and market trends related to executive compensation and provide summaries to senior stakeholders. Maintain data integrity for executive pay programs and assist with executive-level compensation planning cycles. Partner with stock administration team to administer equity program. Support preparation of annual proxy disclosure. Participate in special projects and ad hoc analyses as needed. Qualifications Qualifications REQUIRED: Bachelor’s degree in Business, Finance, Human Resources, Economics, or a related field required. PREFERRED: 2+ years of experience in compensation analysis, financial modeling, or HR analytics preferred. Strong analytical and Excel skills; experience with compensation tools and HRIS systems a plus. SKILLS: Excellent communication skills, with the ability to synthesize complex data into executive-ready insights. High level of integrity and discretion in handling confidential information. Experience in a publicly traded technology company or in executive compensation consulting. Familiarity with proxy disclosures, equity compensation plans, Aon Radford survey data, and incentive design principles. Additional Information Sandisk is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person’s gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person’s assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the "Know Your Rights: Workplace Discrimination is Illegal ” poster. Our pay transparency policy is available here . Sandisk thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution. Sandisk is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at to advise us of your accommodation request. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying. Based on our experience, we anticipate that the application deadline will be 09/17/2025 (3 months from posting), although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline. If we are not able to hire someone from this role before the application deadline, we will update this posting with a new anticipated application deadline. #LI-RG1 Compensation & Benefits Details An employee’s pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs. The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future. You will be eligible to participate in Sandisk's Short-Term Incentive (STI) Plan, which provides incentive awards based on Company and individual performance. Depending on your role and your performance, you may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to Sandisk's Standard Terms and Conditions for Restricted Stock Unit Awards. We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program, employee stock purchase plan, and the Sandisk's Savings 401(k) Plan. Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law. #J-18808-Ljbffr

2 days ago Be among the first 25 applicants Your Impact The primary purpose of this role is to manage the full lifecycle of base salary, variable compensation, and incentive compensation programs for retail stores, distribution centers, and corporate employees in order to ensure competitiveness to market. This includes responsibility for defining metrics, creating plan documents, working with accounting on forecasting/accruals, communicating plan documents, and calculating pay. This role is critical to Lowe's as it gives guidance, direction, and advice on many of the work activities affecting employee engagement, retention, and the long-term success of Lowe's. Your Impact The primary purpose of this role is to manage the full lifecycle of base salary, variable compensation, and incentive compensation programs for retail stores, distribution centers, and corporate employees in order to ensure competitiveness to market. This includes responsibility for defining metrics, creating plan documents, working with accounting on forecasting/accruals, communicating plan documents, and calculating pay. This role is critical to Lowe's as it gives guidance, direction, and advice on many of the work activities affecting employee engagement, retention, and the long-term success of Lowe's. What You Will Do Partners and consults with HRBPs and business leaders for assigned areas to design and deliver broad-based compensation programs and practices that ensure market competitiveness, internal equity, and drive appropriate behaviors that link pay and performance. Develops strong partnership with HR and business leaders to gain in-depth knowledge of business lines and deliver compensation solutions that meet business needs. Develops a robust point of view on how to overcome challenges with streamlining programs or make them more efficient. Develops governance controls and guidelines relating to compensation structures that ensure consistency and data integrity. Provides recommendations and creative solutions for complex compensation issues to strategically support lines of business. Leads larger initiatives that may include oversight of other team members. Has experience and knowledge of best practices and uses that to solve business problems. Uses multiple sources of information to analyze and exercise judgment. Interprets difficult, sensitive, and complex information and data. Ensures programs are implemented effectively and timely, within established budgets and complies with all relevant regulations, laws and employment standards. Mentors junior team members by openly sharing information, advice, and expertise to solve business problems. Minimum Qualifications Bachelor's Degree Business, Human Resources, Psychology, Accounting, Financial Planning and Analysis, or related field and 5-7 Years 6 Years Experience in Compensation in a retail corporate environment. Experience dealing with confidential information. Experience training/mentoring individual team members. Preferred Skills/Education Master's Degree Business, Human Resources, Accounting, or related field 5-7 Years Experience working in a compensation environment. Experience managing others in a team environment. CCP - Certified Compensation Professional designation About Lowe’s Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE 100 home improvement company serving approximately 16 million customer transactions a week in the United States. With total fiscal year 2024 sales of more than $83 billion, Lowe’s operates over 1,700 home improvement stores and employs approximately 300,000 associates. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com. Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law. Pay Range: $8,200.00 - 164,000.00 annually Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit Seniority level Seniority level Not Applicable Employment type Employment type Full-time Job function Job function Human Resources Industries Retail Referrals increase your chances of interviewing at Lowe's Companies, Inc. by 2x Get notified about new Executive Compensation Consultant jobs in Mooresville, NC . Charlotte, NC 176,035 - 207,100 5 days ago Charlotte, NC 69,000 - 124,600 1 week ago Charlotte, NC 55,000 - 65,000 1 week ago Huntersville, NC 65,000 - 75,000 5 days ago Charlotte, NC 100,000 - 120,000 2 weeks ago Director, Human Resources Business Partner We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI. #J-18808-Ljbffr

Description & Requirements Introduction: A Career at HARMAN Corporate We're a global, multi-disciplinary team that's putting the innovative power of technology to work and transforming tomorrow. At HARMAN Corporate, you are integral to our company's award-winning success. Enrich your managerial and organizational talents - from finance, quality, and supply chain to human resources, IT, sales, and strategy Augment your comprehensive skillset with expert training across decision-making, change management, leadership, and business development Obtain 360-degree support throughout your career life cycle, from early-stage to seasoned leader About the Role This position is part of the Cross Divisional Center of Excellence Team, focusing on global strategy and design for HARMAN's Executive Compensation policies and programs that delivers value to the business and support HARMAN's vision and goals. Reporting to the Vice President, Global Rewards & Mobility, this role works very closely with senior leadership, HR and Finance teams to ensure that executive compensation packages are competitive, equitable, and aligned with the company's goals. This role requires a strategic thinker with a deep understanding of executive compensation trends, market analysis, and regulatory requirements. What You Will Do Compensation Strategy: Develop and execute comprehensive executive compensation strategies that attract, retain, and motivate top executive talent. Market Analysis: Conduct regular market analysis to benchmark executive compensation against industry standards and peer organizations. Compliance: Ensure compliance with all relevant regulations, including tax laws, labor laws, and corporate governance guidelines. Policy Development: Establish and maintain executive compensation policies, ensuring consistency and fairness across the organization. Performance Metrics: Design and manage performance-based compensation plans that align with the company's strategic objectives. Executive Communication: Collaborate with VP, Global Rewards to communicate compensation strategies and decisions to executives effectively. Board Reporting: Support preparation and development of executive compensation reports to the Board of Directors and Compensation Committee. Risk Management: Identify and mitigate risks associated with executive compensation programs. Trend Monitoring: Stay abreast of industry trends and best practices in executive compensation. What You Need to Be Successful Minimum of 7 years of experience in compensation management, with at least 4 years in executive compensation. Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or relevant certification (e.g., CCP, SPHR) is preferred. Strong analytical and quantitative skills Excellent communication and presentation abilities Ability to work collaboratively with senior leaders and cross-functional teams Personal Attributes: Strategic thinker Detail-oriented Proactive problem solver High integrity and ethical standards The position demands a high level of confidentiality and discretion due to the sensitive nature of executive compensation data. What Makes You Eligible Willingness to travel 20%, as required. Successfully complete a background investigation and drug screen as a condition of employment What We Offer Flexible work environment, allowing for full-time remote work globally for positions that can be performed outside a HARMAN or customer location Access to employee discounts on world-class Harman and Samsung products (JBL, HARMAN Kardon, AKG, etc.) Extensive training opportunities through our own HARMAN University Competitive wellness benefits Tuition reimbursement "Be Brilliant" employee recognition and rewards program An inclusive and diverse work environment that fosters and encourages professional and personal development #LI-Hybrid #LI-JS247 Pay Transparency $ 123,750 - $ 181,500 Dependent on the position offered, other forms of compensation are also available, such as bonuses or commission. Pay is based on a wide range of factors, including, without limitation, skill set, experience, training, location, and business need. While the above range is a reasonable estimate of the wage range for this position, please note the disclosed range estimate has not been adjusted for the applicable geographical differential associated with the location where the position may be filled. Benefits HARMAN is interested in the health and wellbeing of you and your family and offers a range of benefits designed to support your needs for holistic wellbeing. Benefits and perks may vary depending on the nature of your employment with HARMAN, and may include paid vacation and holidays, paid sick leave, volunteer leave, and paid bonding and care giver leave. Employees may also be eligible to participate in comprehensive medical, dental, and vision plans, fertility support and adoption assistance, Health Savings and Flexible Spending Accounts, retirement savings plan with employer match, short and long term disability coverage, life insurance, and more. Important Notice: Recruitment Scams Please be aware that HARMAN recruiters will always communicate with you from an '@harman.com' email address. We will never ask for payments, banking, credit card, personal financial information or access to your LinkedIn/email account during the screening, interview, or recruitment process. If you are asked for such information or receive communication from an email address not ending in '@harman.com' about a job with HARMAN, please cease communication immediately and report the incident to us through: HARMAN is proud to be an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. Apply #J-18808-Ljbffr

We are seeking a highly skilled and strategic Executive Compensation Manager to oversee and administer the Bank’s executive compensation programs. This role will play a pivotal part in shaping and implementing the organization’s executive talent and compensation strategy, ensuring alignment with industry best practices and regulatory requirements. Key Responsibilities: Develop and execute the Bank’s executive compensation strategy, including short-term and long-term incentive programs. Analyze and interpret compensation data to ensure competitive and market-aligned executive rewards that support business objectives. Conduct large-scale and ad hoc executive compensation analyzes, including benchmarking, merit increases, gender pay analysis, and organizational restructuring projects. Lead the annual compensation review process and oversee digital transformation efforts for executive goal setting, performance evaluation, and compensation processes. Conduct job evaluations and provide data-driven compensation recommendations for new and existing executive roles. Model and assess the impact of incentive plans, providing strategic recommendations based on analysis. Prepare executive compensation disclosures for proxy statements and Board of Directors’ Talent & Compensation Committee meetings. Ensure compliance with executive compensation governance requirements set by regulatory authorities (e.g., SEC, Nasdaq). Collaborate with external consultants, executives, and stakeholders on compensation tax withholding and multi-jurisdictional tax matters. Deliver presentations on executive compensation and benefits programs to key stakeholders. Manage relationships with executive compensation vendors, overseeing contracts, billing, and compliance processes. Partner with business leaders to provide insights and analytics on compensation strategies. Optimize the use of HRIS (SAP) and specialized equity administration software to enhance compensation processes. Work closely with Legal, Fiduciary Services, Finance, and other key departments to ensure alignment with business and regulatory requirements. Qualifications: Education: Master’s degree in Accounting, Finance, Human Resources, Engineering, or a related field. Experience: Minimum of 7 years of experience in executive compensation or related areas. Prior experience in financial institutions is preferred. Seniority level Executive Employment type Full-time Job function Human Resources Industries Financial Services, Banking, and Investment Banking #J-18808-Ljbffr

Expand your career possibilities. Thank you for dedicating your time and talent to Lowe’s. We want to give you more opportunities to learn and grow, so if you find a position you’re interested in below, we encourage you to apply! Find Your Home to More Possibilities. Your Impact The primary purpose of this role is to manage the full lifecycle of base salary, variable compensation, and incentive compensation programs for retail stores, distribution centers, and corporate employees in order to ensure competitiveness to market. This includes responsibility for defining metrics, creating plan documents, working with accounting on forecasting/accruals, communicating plan documents, and calculating pay. This role is critical to Lowe's as it gives guidance, direction, and advice on many of the work activities affecting employee engagement, retention, and the long-term success of Lowe's. What You Will Do Partners and consults with HRBPs and business leaders for assigned areas to design and deliver broad-based compensation programs and practices that ensure market competitiveness, internal equity, and drive appropriate behaviors that link pay and performance. Develops strong partnership with HR and business leaders to gain in-depth knowledge of business lines and deliver compensation solutions that meet business needs. Develops a robust point of view on how to overcome challenges with streamlining programs or make them more efficient. Develops governance controls and guidelines relating to compensation structures that ensure consistency and data integrity. Provides recommendations and creative solutions for complex compensation issues to strategically support lines of business. Leads larger initiatives that may include oversight of other team members. Has experience and knowledge of best practices and uses that to solve business problems. Uses multiple sources of information to analyze and exercise judgment. Interprets difficult, sensitive, and complex information and data. Ensures programs are implemented effectively and timely, within established budgets and complies with all relevant regulations, laws and employment standards. Mentors junior team members by openly sharing information, advice, and expertise to solve business problems. Minimum Qualifications Bachelor's Degree Business, Human Resources, Psychology, Accounting, Financial Planning and Analysis, or related field and 5-7 Years 6 Years Experience in Compensation in a retail corporate environment. Experience dealing with confidential information. Experience training/mentoring individual team members. Preferred Skills/Education Master's Degree Business, Human Resources, Accounting, or related field 5-7 Years Experience working in a compensation environment. Experience managing others in a team environment. CCP - Certified Compensation Professional designation About Lowe’s Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE 100 home improvement company serving approximately 16 million customer transactions a week in the United States. With total fiscal year 2024 sales of more than $83 billion, Lowe’s operates over 1,700 home improvement stores and employs approximately 300,000 associates. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com . Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law. #J-18808-Ljbffr

• Own the end-to-end executive compensation administration processes, including mid-year, year-end, and off-cycle
• Collaborate proactively with Talent Acquisition to manage executive offer generation and ensure fast turnaround of offers
• Facilitate executive onboarding
• Manage executive-level salary survey processes, evaluating market data for executive positions to inform compensation decisions
• Prepare compensation recommendations for Chewy's senior leadership and share insights on market trends and practices, ensuring alignment with Chewy's strategic goals
• Develop and communicate compensation education materials articulating the philosophy, strategy, and relevant programs to key partners
• In collaboration with Finance and Accounting, own quarterly and year-end short-term incentive plan metric tracking and reporting, supplying data for the review of relevant financial filings
• Prepare reporting and support materials for Executive and Compensation Committee approval
• Play a pivotal role in the annual preparation of Chewy's Proxy, ensuring accuracy and compliance
• Actively contribute to corporate governance matters related to executive compensation, aligning with company policies and regulatory standards
• Partner with external vendors, including third-party compensation consultants and survey vendors, on project results, contracts, statements-of-work, and invoices
• Deliver operational excellence on ongoing executive compensation processes, including process improvement, critical metrics, dashboards, and SLAs

• Bachelor's degree, preferably in HR, Finance, Accounting, or a related field
• 4+ years of experience in executive compensation (high growth preferred)
• Ability to work independently and proactively with high levels of confidentiality
• Creative approach to troubleshooting and solving problems in a fast-paced environment
• Excellent communication, influencing, analytical, and writing skills, including white-paper writing
• Experience collaborating with senior-level executives across HR, Finance, Legal, and the C-Suite
• High attention to detail and executive-level presentation
• Advanced knowledge of Microsoft Excel (including pivot tables, v-lookups, and sophisticated formulas) and proficiency with Microsoft Office, including Word and PowerPoint
• This position may require some travel