Executive and Equity Compensation Director

Everpure•Santa Clara, CA

7h•Onsite

About The Position

We’re in an unbelievably exciting area of tech and are fundamentally reshaping the data storage industry. Here, you lead with innovative thinking, grow along with us, and join the smartest team in the industry. This type of work—work that changes the world—is what the tech industry was founded on. So, if you're ready to seize the endless opportunities and leave your mark, come join us. THE ROLE The Executive and Equity Compensation Director is a critical member of Pure’s HR Compensation team, responsible for leading the design, governance and execution of executive and equity programs. This individual contributor role is the principal architect and enterprise subject-matter expert for executive and equity compensation at Pure accountable for shaping strategy within board‑approved guardrails, advising senior leadership, and ensuring programs are competitive, compliant, and aligned to shareholder and talent outcomes. This role is accountable for driving board preparation for the Compensation & Talent Committee, owning the executive compensation narrative for external stakeholders, modernizing Pure’s equity program, partnering cross-functionally with senior executives to support decision-making for leadership, and establishing clear documentation and governance for critical processes. You will translate complex financial, regulatory, and market data into clear recommendations that influence CEO, CFO, CHRO and Board decisions on pay. In this role you’ll lead through influence and subject matter expertise – managing relationships across all levels and driving outcomes. You'll partner closely with stakeholders across HR, Legal, Finance, and executives to develop compensation strategies that support organizational growth, global compliance, strong say on pay outcomes, and an exceptional employee experience. We are primarily an in-office environment and therefore, you will be expected to work from the Santa Clara, CA office in compliance with Pure’s policies, unless you are on PTO, or work travel, or other approved leave.

Requirements

Significant experience in executive compensation in a public-company environment. Direct experience supporting compensation committee processes and recurring executive and equity compensation cycles.
Prior ownership of equity compensation and experience modernizing or redesigning an equity program end-to-end. Familiarity with equity plan administration workflows and related operational controls.
Advanced analytical capability and strong written communication for executive-level materials.
Demonstrated ability to build governance, documentation, and repeatable operating processes for high visibility programs.
Cross-functional leadership experience working with Legal, Finance, Payroll, Equity Administration partners.
Experience engaging with external compensation consultants and managing deliverables.
10+ years of progressive compensation experience, with a strong focus on executive and equity compensation and at least several years supporting a U.S. listed public company (technology or high‑growth environment strongly preferred).
Familiarity with the regulatory and governance landscape for executive compensation, including SEC disclosure rules, key elements of 162(m)/280G and related tax considerations, and trends in ISS/Glass Lewis and investor expectations.

Nice To Haves

Professional certifications such as CEP, CCP, or similar are a plus.
Experience in high-growth or technology companies with global operations is strongly preferred.

Responsibilities

Drive market intelligence initiatives by conducting benchmarking and competitive assessments for executive and equity compensation across Pure’s global leadership population; define clear recommendations aligned to compensation philosophy, business strategy, and investor expectations.
Lead executive compensation planning cycles and ongoing executive pay matters including new hire packages, promotion evaluations and packages, retention proposals, and off‑cycle adjustments ensuring strong pay‑for‑performance alignment and internal equity.
Create and maintain standard templates and documentation for recurring processes, including governance models, approval flows, and decisions that ensure consistency, auditability, and scalability.
Develop and maintain executive compensation models (e.g., scenario modeling, performance‑outcome curves, pay mix, leverage) to evaluate program effectiveness and guide design decisions.
Provide input to pay‑for‑performance analyses and external governance reviews, and translate those insights into actionable program recommendations.
Lead the evolution of Pure’s equity program design – eligibility, equity mix, grant approaches and mechanics, including potential use of equity vehicles and performance measures that support retention and value creation.
Conduct review and benchmarking to put forward proposals and decision materials that clearly articulate program intent, trade-offs, financial impacts (cost, dilution, burn‑rate, share pool utilization), and operational impacts.
Partner with key stakeholders to implement approved program changes and ensure scalable administration and ongoing program tracking and metrics.
Partner closely with Finance, Accounting, Investor Relations, Legal, HR Operations and Equity Administration to model and communicate equity cost, dilution, burn‑rate, and share pool utilization under different program designs.
Establish a multi‑year roadmap for equity design, including opportunities for simplification and experimentation, with clear success metrics.
Prepare materials used for compensation governance discussions with executives and members of the Board.
Contribute to preparation and coordination of executive compensation disclosures for the annual proxy statement.
Serve as the primary staff advisor for executive and equity compensation matters to company management, ensuring materials are “Board‑ready,” accurate, and grounded in sound governance.
Partner with Legal, Investor Relations, on say‑on‑pay readiness, governance trends, and shareholder feedback; recommend program and disclosure refinements as needed.
Maintain and continuously enhance the executive compensation and equity governance framework, including committee calendars, charters, delegated authorities, and documentation standards.
Own core processes related to equity and executive compensation program execution.
Identify operational risks and implement controls to mitigate errors and ease auditing.
Partner with HR Technology, Payroll, Equity Administration, and HR Operations to ensure systems, data, and workflows support scalable, compliant execution of executive and equity programs.
Build and maintain dashboards and reporting that provide leaders and HR partners with clear visibility into executive and equity program health (e.g., pay positioning, equity holdings, dilution/burn‑rate, participation, and key risk indicators).
Continuously improve processes, tools, and documentation to increase self‑service, transparency, and decision quality for HRBPs, TA, and leaders engaging in executive and equity compensation decisions.