Senior Manager, Executive Compensation (Hybrid)

American Family Insurance•Boston, MA

4d•$113,000 - $194,000•Hybrid

About The Position

The Senior Manager, Executive Compensation leads the strategy, design, governance, administration, and ongoing effectiveness of executive and director compensation programs. This role partners with senior leaders, Human Resources, Legal, Finance, and external advisors. The partnership ensures executive pay programs support business strategy, strengthen performance expectations, align with market practices, and comply with applicable regulatory and governance requirements. You will report to the Director of Total Rewards.

Requirements

Demonstrated experience leading executive compensation programs, processes, and governance practices in a complex organization.
Demonstrated experience advising senior executives, HR leaders, and board-level stakeholders on executive compensation strategy, program design, market competitiveness, and governance considerations.
Extensive knowledge of executive compensation concepts, including annual and long-term incentive design, equity or equity-like compensation, executive benefits, severance, pay-for-performance alignment, and board compensation.
Strong understanding of executive compensation regulatory, tax, accounting, and governance considerations, including applicable federal and state requirements.
Demonstrated experience preparing executive-ready analyses, recommendations, and materials for senior leadership, Compensation Committee, and Board of Directors audiences.
Demonstrated ability to balance strategic thinking with analytical rigor, sound judgment, risk evaluation, and practical problem-solving across a variety of complex compensation matters.
Demonstrated experience using market data, peer benchmarking, financial modeling, and scenario analysis to inform executive compensation recommendations and business decisions.
Demonstrated consulting, influencing, negotiation, and stakeholder management skills across all levels of leadership, including senior executives and cross-functional partners.
Demonstrated leadership experience, including people leadership, project leadership, vendor management, or cross-functional program ownership.
Demonstrated commitment to customer-focused solutions, operational excellence, confidentiality, integrity, and continuous improvement.

Responsibilities

Create a collaborative, performance-driven work environment by promoting trust, transparency, inclusion, accountability, and ongoing development. Set clear expectations, provides feedback, supports performance management, and builds capability across the team.
Lead with influence and executive presence as a trusted advisor on executive compensation matters. Contribute to department and enterprise leadership discussions and support our mission, vision, values and policies.
Lead the design, implementation, administration, and ongoing evaluation of executive compensation programs, including base salary, annual incentives, long-term incentives, executive perquisites, severance, and other executive pay arrangements.
Ensure that compensation programs for executive officers and the Board of Directors align with business strategy, performance outcomes, market competitiveness, governance expectations, and partner considerations.
Work with senior leadership, HR Partners, Legal, Finance, Accounting, and external compensation consultants to develop recommendations, conduct analyses, prepare materials, and support executive compensation decision-making.
Support preparation for Compensation Committee and Board of Directors meetings, including development of meeting materials, recommendations, talking points, and follow-up actions.
Monitor executive compensation market trends, peer company practices, regulatory developments, and latest governance practices to inform program design and recommendations.
Develop executive job structures, market pricing methodology, pay positioning practices, incentive plan design principles, and governance processes to support internal equity, external competitiveness, and administration.
Lead executive compensation planning processes, including annual compensation review cycles, incentive goal setting, payout modeling, discretionary grant planning, and executive offer or transition arrangements.
Evaluate program effectiveness through data analysis, benchmarking, scenario modeling, risk assessment, and partner feedback; recommend enhancements that balance business strategy, affordability, market alignment, governance standards, and talent goals.
Ensure executive compensation programs, policies, and administration comply with applicable federal, state, and local laws, tax considerations, accounting possible effects, and internal governance standards.
Provide concise and executive-ready communication to senior leaders and important partners regarding compensation recommendations, program changes, governance considerations, and decision possible effects.