Director, Deferred Compensation and LTIA
About The Position
The Director of Deferred Compensation and Long Term Incentive Awards (LTIA) provides strategic leadership and operational oversight for the organization’s deferred compensation and LTIA programs. The role ensures programs are compliant, well governed, cost effective, and aligned with organizational objectives. A critical component is consulting with internal stakeholders and clients—often without direct reporting authority—to influence program design, simplify administration, and proactively manage 409A risk. The Director partners with senior leaders, cross-functional teams, and external advisors and vendors to optimize programs, oversee administration and compliance, and guide effective participant communications. The role also leads and develops a team responsible for day-to-day program administration and governance. Employees work in the office at least four days per week, with flexibility to work from home one day per week. Some roles may have different or additional in-office expectations.
Requirements
- Bachelor’s degree or equivalent (four years).
- 10+ years of experience, including 5+ years in one or more benefits functional areas.
- Depth of experience and knowledge in deferred compensation and equity programs.
- Previous vendor management experience.
- Knowledge of deferred compensation and equity arrangements.
- Strong financial and analytical skills to assess cost and effectiveness.
- Excellent written and verbal communication skills for preparing benefit program communications and delivering information.
- Experience as a people leader, with a demonstrated track record of building an effective team.
Responsibilities
- Lead administration of deferred compensation and LTIA programs for eligible employees, aligning them with organizational strategy, business priorities, and talent objectives.
- Advise senior leaders and internal stakeholders on program design, modifications, and optimization through expertise, credibility, and collaboration.
- Partner with Legal, Finance, HR, Payroll, HR Operations, and external advisors to balance competitiveness, employee needs, fiscal responsibility, and regulatory requirements.
- Analyze existing programs and costs to identify opportunities to simplify plan design, enhance benefit value, and reduce operational and compliance risk, including 409A exposure.
- Ensure programs comply with applicable federal and state regulations, with a focus on anticipating, mitigating, and managing 409A risk and administrative complexity.
- Guide stakeholders through regulatory considerations and translate technical requirements into practical, sustainable program designs.
- Manage relationships with external deferred compensation and LTIA recordkeeping vendors and oversee service levels, accuracy, and compliance standards.
- Oversee vendor processes for new awards, vesting, distributions, and participant support.
- Develop communication strategies for new or modified programs, including annual enrollment materials, timelines, and participant guidance.
- Ensure program communications are clear, accurate, compliant, and support informed decision-making while reducing misunderstanding and compliance risk.
- Lead, coach, and develop the team responsible for day-to-day administration and governance; provide feedback, performance reviews, and career development guidance.
- Build team capabilities in consultative leadership, stakeholder influence, and risk-aware decision-making.
Benefits
- Vacation time
- Sick time
- 401(k)
- Health insurance
- Dental insurance
- Life insurance
- Variable pay in the form of bonus, commissions, and/or long-term incentives, depending on the role
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What This Job Offers
Job Type
Full-time
Career Level
Director
