Director, Executive Compensation

Marvell Technology•Santa Clara, CA

1d•$170,170 - $254,900

About The Position

Marvell is seeking a Director / Executive Director, Executive Compensation, a senior individual contributor and strategic advisor responsible for the design, administration, and governance of the company's executive compensation programs. This role owns the end-to-end equity budget process, prepares Compensation Committee meeting materials, leads executive market pricing and offer development, and serves as the primary HR partner to Legal on SEC disclosures and proxy-related compensation matters. The successful candidate will bring deep technical expertise in executive pay, strong executive presence, and the judgment to operate effectively at the intersection of compensation strategy, corporate governance, and regulatory compliance.

Requirements

8–12+ years of progressive experience in executive compensation, with significant exposure to public company environments.
Demonstrated expertise in equity plan design and administration and share plan governance.
Proven track record preparing Compensation Committee materials and working directly with senior leaders and Board-level stakeholders.
Deep proficiency in compensation benchmarking methodology and primary survey data sources (Radford/AON).
Experience partnering with Legal on proxy disclosures, including CD&A drafting and SEC compliance requirements.
Advanced Excel/modeling skills; ability to build dynamic compensation models and scenario analyses.
Bachelor's degree in Economics, Finance, Business, or a related field.
Technical Excellence: Deep command of executive pay mechanics, equity accounting, and regulatory frameworks.
Executive Presence & Influence: Ability to advise C-suite leaders and Board members with clarity and confidence.
Analytical Rigor: Data-driven decision-making with strong financial modeling and quantitative analysis skills.
Cross-Functional Partnership: Proven collaborator across HR, Legal, Finance, and Corporate Governance functions.
Governance Acumen: Fluency in proxy advisory guidelines, institutional investor expectations, and SEC disclosure requirements.
Discretion & Judgment: Highest standards of confidentiality and professional integrity in handling sensitive compensation data.

Nice To Haves

Experience building AI models a plus.
Certified Compensation Professional (CCP) and/or Certified Equity Professional (CEP) designation.
Experience at a publicly traded technology, semiconductor, or high-growth company.
Familiarity with equity administration platforms.
Prior experience leading or co-leading external compensation consultant relationships.
Advanced knowledge of market benchmarking, preferably with Radford/AON).

Responsibilities

Own the annual and long-term equity budget model, including aggregate share usage, and partner with Stock Administration on equity analysis such as dilution, burn rate forecasting, and overhang reporting across all equity vehicles (RSUs, PSUs, stock options, ESPP).
Partner with Finance and Stock Administration to reconcile grant activity, run share reserve analyses, and support Board approval of equity plan amendments and replenishments.
Work with the Senior Director, Compensation on the focal equity grant cycle, establishing eligibility pools, award ranges, and budget allocations by business unit in partnership with HR Business Partners.
Monitor regulatory and accounting developments (ASC 718, Section 409A, Rule 10b5-1) and proactively assess program impacts.
Develop special programs and project management of the rollout such as critical talent retention equity program focused on strengthening equity holding power.
Serve as lead architect of all Executive Compensation Committee meeting materials, including program overviews, benchmarking analyses, pay-for-performance assessments, and plan design proposals.
Manage the Committee calendar and workplan; coordinate with external advisors (compensation consultant, stock administration, legal counsel) to align on agenda, data submissions, and approval items.
Draft action-item trackers and ensure timely follow-through on Board-approved decisions.
Prepare research on the annual Say-on-Pay analysis, peer group review, and competitive positioning summary presented to the Committee.
Develop and maintain the executive compensation philosophy and peer group, incorporating governance best practices and shareholder advisory guidance.
Lead the annual executive compensation benchmarking process using primary survey sources (Radford/AON, Equilar, Compa) and proxy peer analyses.
Develop comprehensive pay positioning reports for the CEO, Named Executive Officers (NEOs), and other key executives across base salary, annual incentive, long-term incentive, and total direct compensation.
Maintain a continuous market intelligence capability, tracking peer proxy filings, compensation disclosures, and governance trends to inform program design recommendations.
Build and maintain dynamic compensation models that enable real-time scenario planning for promotions, equity refreshes, retention packages, and new hire offers.
Partner with Executive Recruiting and HR Business Partners to develop competitive, market-aligned compensation packages for senior-level candidates (AVP and above).
Prepare offer analysis memos with peer benchmarking, internal equity review, and budget impact for presentation to senior leadership and, as applicable, the Compensation Committee.
Structure complex pay arrangements including sign-on equity grants, performance-based retention awards, and negotiated benefit arrangements.
Advise on offer terms that balance competitive positioning with long-term program cost, share plan capacity, and governance considerations.
Serve as the primary Total Rewards partner to the Stock Administration, Legal and Corporate Governance teams on executive compensation disclosures included in the annual Proxy Statement (DEF 14A).
Review compensation-related proxy sections, including the Compensation Discussion & Analysis (CD&A), Summary Compensation Table (SCT), Grants of Plan-Based Awards table, equity award tables, and narrative disclosures.
Coordinate with Legal, Finance, and external counsel on Form 4 filings, Section 16 compliance, and CD&A sign-off processes.
Support the annual CEO Pay Ratio calculation including methodology documentation and financial data reconciliation.
Monitor evolving SEC rulemaking, ISS/Glass Lewis policy updates, and institutional investor governance guidelines; advise management on disclosure implications.