Director, Executive Compensation (North Carolina)

Fortrea•Durham, NC

18h•Hybrid

About The Position

The Director, Executive Compensation will own the strategy, design, and implementation of executive compensation programs, including base pay, short-term incentive programs, and long-term incentive structures. This position is responsible for the design and implementation of compensation programs for top executives, the Board of Directors, and all short- and long-term incentive participants globally. The role acts as a subject matter expert, collaborating with Business Leaders, HR Business Partners, Finance, Legal, and consulting partners across multiple teams. The Director will provide technical expertise on executive compensation strategy, design, policies, procedures, regulations, and compliance, and will lead, influence, and collaborate with HR and business partners to shape executive compensation programs to drive long-term sustainable growth. Key responsibilities include preparing and coordinating agenda, materials, and planning for presentations to the CEO, CHRO, and the Compensation Committee of the Board of Directors, and collaborating with Legal, Accounting, Tax, Audit, regional Total Rewards, and the Compensation Committee’s independent consultant. The role also involves managing year-end, new hire, and separation-related compensation processes administration for senior executives, including benchmarking compensation levels with peer organizations. The Director will prepare the Compensation Discussion & Analysis and compensation tables for the proxy statement and analyses related to other public filings. Additionally, this position manages stock administration and nonqualified deferred compensation programs, monitors developments in executive compensation regulations, develops communications for plan participants, conducts due diligence for mergers and acquisitions or other corporate transactions, and manages a team of 1 resource focused on equity administration and executive compensation. The Director will also assist the compensation and sales teams in other analyses, calculations, year-end planning, and projects as needed.

Requirements

Expertise in the design and administration of incentive compensation programs including short- and long-term as well as equity programs.
Managing multiple projects with competing demands in a fast-paced, changing environment.
Outstanding written and verbal communications skills.
Concisely summarizing complex topics for senior leaders.
Communicating with individuals at all levels of the organization and maintaining professional composure.
Respectfully questioning or challenging the status quo or other proposals under consideration.
Excellent analytical, critical thinking and problem-solving skills.
Systematically breaking down complex problems into component parts.
Creating and delivering high quality work with attention to detail.
Strong business and financial acumen.
Partnering with other groups including the Board of Directors/Compensation Committee, HR, Finance, Tax and Legal departments.
Quickly building relationships, gaining credibility, and partnering with leaders across the organization.
Influencing outcomes when others are directly accountable.
Experience using compensation and HR Systems (Workday, Fidelity, Willis Towers Watson, Equilar, Diligent, ServiceNow etc.).
Knowledge of federal and state regulations as well as legislation that impacts executive total rewards programs.
Bachelor’s Degree (Fortrea may consider equivalent experience in lieu of degree requirements).
Minimum of 6 years of functional experience in designing and managing executive and equity compensation programs on a global basis with a publicly traded organization.
Minimum of 3 years of people management experience.

Responsibilities

Own the strategy, design, and implementation of executive compensation programs, including base pay, short-term incentive programs, long-term incentive structures.
Design and implement compensation programs for the top executives, the Board of Directors, and all short- and long-term incentive participants globally.
Act as a subject matter expert with Business Leaders, HR Business Partners, Finance, Legal and consulting partners across multiple teams.
Provide technical expertise on executive compensation strategy, design, policies, procedures, regulations, and compliance.
Lead, influence, and collaborate with HR and business partners to shape our executive compensation programs to drive long-term sustainable growth.
Prepare and coordinate agenda, materials, and planning for presentations to the CEO, CHRO, and the Compensation Committee of the Board of Directors.
Collaborate with Legal, Accounting, Tax, Audit, regional Total Rewards, and the Compensation Committee’s independent consultant.
Manage year-end, new hire, and separation-related compensation processes administration for senior executives including benchmarking compensation levels with peer organizations.
Prepare the Compensation Discussion & Analysis and compensation tables for the proxy statement and analyses related to other public filings in partnership with internal and external partners.
Manage the stock administration and nonqualified deferred compensation programs as well as the vendor relationship with Fidelity.
Monitor developments in executive compensation regulations such as ISS and Glass Lewis, disclosure, and shareholder voting.
Develop communications to ensure plan participants understand programs.
Conduct due diligence for mergers and acquisitions or other corporate transactions.
Manage a team of 1 resource focused on equity administration and executive compensation.
Assist the compensation and sales teams in other analyses, calculations, year-end planning and projects as needed.
All other duties as needed or assigned.