Primary Duties

• Own the Executive Compensation Operating System - Define and run the mechanisms that govern executive compensation decisions (e.g., new hire structuring, annual planning, off-cycle actions, retention strategies). Ensure consistency, scalability, and auditability across all decisions.
• Lead Cross-Functional Integration at the Executive Level, drive alignment across stakeholders in a complex matrixed organization.
• Translate Strategy into Precision Execution - Convert broad compensation philosophy into high-resolution frameworks that enable differentiated, role-specific decision-making. Ensure continuity across the executive lifecycle from offer design through ongoing compensation and retention. Eliminate fragmentation across hiring, planning, and talent management processes.
• Own Data, Insights, and Decision Narratives - Synthesize internal equity, external market data, and recruiting signals into clear, decision-ready narratives for senior leadership. Elevate the quality and consistency of executive compensation decisions.
• Build Scalable Mechanisms and Tools - Serve as the interface with tech organizations to design and implement tools, workflows, and governance structures that improve speed and decision quality at scale.
• Raise the Bar on Operating Rigor - Identify and eliminate friction across processes. Drive continuous improvement in cycle times, stakeholder alignment, and decision quality.