Director, Executive Compensation

Unity Technologies•San Francisco, CA

About The Position

The opportunity Unity is dedicated to fostering an innovative and inclusive workplace. Reporting to the VP of Total Rewards, the Director of Executive Compensation will lead how we design, govern, and deliver compensation for Unity's top leadership. This role goes far beyond running market data. We are looking for a strategic leader who can navigate complex equity designs, proxy disclosures, and Compensation Committee governance. You will partner directly with our C-Suite, Finance, and Legal teams to ensure our executive pay programs are competitive, defensible, and aligned with our shareholders. We are looking for someone who leads with strong judgment, values clarity over complexity, and can translate highly technical compensation concepts into plain English for our business leaders and the Board. What you'll be doing Board & Committee Governance: Lead the preparation of materials and strategic narratives for the Human Capital and Compensation Committee (HCCC). Partner directly with the VP of Total Rewards, CEO, CFO, and CLO on executive pay strategy and approvals. Proxy & Disclosures: Own the drafting of the Compensation Discussion and Analysis (CD&A) for the annual proxy statement. Ensure compliance with SEC regulations, manage Say-on-Pay readiness, and stay ahead of external governance trends. Executive Plan Design: Design and govern executive short-term and long-term incentive plans (including our PSU and RSU programs). You will balance the need to attract and retain top-tier executive talent with strict fiscal discipline around Stock-Based Compensation (SBC) expense and burn rate. Benchmarking & Consultant Management: Manage the relationship with our external compensation consultant. Lead executive benchmarking, peer group selection, and competitive pay analysis for the C-Suite and senior leadership. Executive Offers & Transitions: Partner with Executive Recruiting to build competitive, compelling offer packages for VP+ external hires. Manage the compensation mechanics for executive promotions, transitions, and separations. Team Leadership: Lead, mentor, and develop other members of the team, elevating their technical expertise and business partnership skills.

Requirements

Bachelor's degree in Human Resources, Business Administration, Finance, or a related field; Master’s degree preferred.
Minimum seven (7) years of experience in compensation management, with at least three (3) years in a leadership role.
Strong knowledge of compensation principles, market analysis, and regulatory requirements.
Proven ability to analyze data and make strategic decisions based on findings.
Excellent communication and interpersonal skills, with the ability to influence and engage stakeholders at all levels.

Responsibilities

Lead the preparation of materials and strategic narratives for the Human Capital and Compensation Committee (HCCC).
Partner directly with the VP of Total Rewards, CEO, CFO, and CLO on executive pay strategy and approvals.
Own the drafting of the Compensation Discussion and Analysis (CD&A) for the annual proxy statement.
Ensure compliance with SEC regulations, manage Say-on-Pay readiness, and stay ahead of external governance trends.
Design and govern executive short-term and long-term incentive plans (including our PSU and RSU programs).
Manage the relationship with our external compensation consultant.
Lead executive benchmarking, peer group selection, and competitive pay analysis for the C-Suite and senior leadership.
Partner with Executive Recruiting to build competitive, compelling offer packages for VP+ external hires.
Manage the compensation mechanics for executive promotions, transitions, and separations.
Lead, mentor, and develop other members of the team, elevating their technical expertise and business partnership skills.