Executive Compensation Manager

Western Union•Denver, CO

1d•$110,000 - $150,000•Hybrid

About The Position

Executive Compensation Manager – Denver, CO, Atlanta, GA or New York City, NY Are you ready to offer up your skills to a worldwide company committed to making financial services accessible to people everywhere? Are you looking to build a career with great impact in an inclusive and high-performing organization? Join Western Union as an Executive Compensation Manager Role Responsibilities We are seeking an experienced Executive Compensation Manager to join our Global Total Rewards team. This individual contributor role will play a key part in the design, analysis, and administration of executive and director compensation programs for a large, publicly traded company with a global workforce. The role will provide critical support for executive pay decisions, proxy disclosures, and Compensation Committee materials, ensuring our programs remain competitive, compliant, and aligned with business strategy. The ideal candidate is a detail-oriented, collaborative, technically proficient professional who thrives in a dynamic and fast-paced environment. Executive & Director Compensation Design Support the design, implementation, and ongoing management of executive and director compensation programs, including base pay, annual incentive plans, and long-term incentive plans (RSUs, PSUs, stock options). Conduct market benchmarking using survey data and peer group analyses to inform pay recommendations. Partner with senior HR leaders to evaluate and recommend changes in plan design, performance metrics, and award guidelines. Governance & Disclosure Prepare and review materials for Compensation Committee meetings, including detailed analyses, models, and executive pay summaries. Partner with Legal, Finance, Payroll and external vendors to develop proxy CD&A content, SEC filings (DEF 14A, 10-K, 8-K), and other disclosures. Monitor shareholder advisory firm guidelines (ISS, Glass Lewis) and institutional investor perspectives to anticipate potential concerns. Support Say-on-Pay readiness, including pay-for-performance analyses and shareholder engagement materials. Analysis & Modeling Build financial and scenario models to evaluate equity usage, burn rates, dilution, and cost of plan design alternatives. Conduct pay-for-performance alignment studies comparing compensation outcomes with company results and peer practices. Provide data-driven insights on global trends and regulatory developments in executive pay. Program Administration Provide job offer decision support and recommendations to senior leaders and HR partners. Support accurate administration of executive equity grants and performance plans in partnership with Payroll, Tax, and external vendors. Support compliance with global reporting, taxation, and accounting requirements related to equity and executive compensation. Maintain data integrity for executive compensation reporting and analytics.

Requirements

Bachelor’s degree in human resources, Finance, Business, Economics, or related field (MBA or advanced degree preferred).
6+ years of progressive compensation experience, with at least 3–4 years in executive compensation within a public company environment.
Strong understanding of executive compensation design, disclosure, and governance, including SEC regulations, proxy requirements, and institutional investor perspectives.
Proven experience preparing materials for Compensation Committees and working with senior executives.
Strong project management skills with the ability to handle multiple priorities and deadlines.
Excellent interpersonal and communication skills; comfortable working with senior leadership and employees globally.
Advanced Microsoft Excel and PowerPoint skills

Responsibilities

Support the design, implementation, and ongoing management of executive and director compensation programs, including base pay, annual incentive plans, and long-term incentive plans (RSUs, PSUs, stock options).
Conduct market benchmarking using survey data and peer group analyses to inform pay recommendations.
Partner with senior HR leaders to evaluate and recommend changes in plan design, performance metrics, and award guidelines.
Prepare and review materials for Compensation Committee meetings, including detailed analyses, models, and executive pay summaries.
Partner with Legal, Finance, Payroll and external vendors to develop proxy CD&A content, SEC filings (DEF 14A, 10-K, 8-K), and other disclosures.
Monitor shareholder advisory firm guidelines (ISS, Glass Lewis) and institutional investor perspectives to anticipate potential concerns.
Support Say-on-Pay readiness, including pay-for-performance analyses and shareholder engagement materials.
Build financial and scenario models to evaluate equity usage, burn rates, dilution, and cost of plan design alternatives.
Conduct pay-for-performance alignment studies comparing compensation outcomes with company results and peer practices.
Provide data-driven insights on global trends and regulatory developments in executive pay.
Provide job offer decision support and recommendations to senior leaders and HR partners.
Support accurate administration of executive equity grants and performance plans in partnership with Payroll, Tax, and external vendors.
Support compliance with global reporting, taxation, and accounting requirements related to equity and executive compensation.
Maintain data integrity for executive compensation reporting and analytics.