Vice President, Total Rewards, Executive Compensation

Mastercard•Purchase, NY

3d•$221,000 - $353,000•Onsite

About The Position

Mastercard is seeking a strategic Vice President, Executive Compensation to lead the global design, governance, administration, and evolution of executive compensation programs. This role will develop strategies that attract, retain, and motivate senior leaders while aligning with business objectives, shareholder interests, regulatory requirements, and Mastercard's pay-for-performance philosophy. The VP will advise executive leadership, Human Resources, Legal, Finance, and the Compensation Committee on base salary, annual and long-term incentives, executive benefits, governance, disclosure, and market practices.

Requirements

12+ years of progressive compensation experience, including significant executive compensation expertise.
Experience supporting a Compensation Committee and board governance processes at a publicly traded company.
Expertise in executive pay design, equity and incentive plans, governance, and proxy disclosure.
Demonstrated success advising senior executives and HR leaders and managing external consultants.
Experience in a large, multinational, matrixed organization.
Strong knowledge of SEC disclosure requirements, shareholder perspectives, and evolving governance trends.
Exceptional analytical and financial modeling skills.
Ability to translate complex compensation topics into clear executive recommendations.
Excellent executive communication, presentation, influencing, and stakeholder management skills.
Sound judgment, integrity, and discretion in handling confidential information.
Proven leadership and team-development capability.
Bachelor’s degree in Human Resources, Finance, Business, Accounting, or a related field required.

Nice To Haves

Experience in financial services, technology, payments, consulting, or another globally regulated industry preferred.
MBA, relevant master's degree, or Certified Compensation Professional designation preferred.

Responsibilities

Develop and execute Mastercard's executive compensation strategy in alignment with business and talent priorities.
Design and recommend programs for senior leaders that reinforce performance, accountability, and shareholder value.
Assess market trends and competitive practices to maintain external competitiveness and internal equity.
Lead annual and special compensation reviews for executive leadership.
Serve as an executive compensation advisor to the Compensation Committee.
Develop and present board-ready analyses and recommendations for executive and director compensation decisions.
Partner with Legal, Finance, Investor Relations, and the Corporate Secretary on committee agendas, governance materials, and documentation.
Lead the design and administration of annual and long-term incentive plans.
Partner with Finance and business leaders to establish performance measures and payout frameworks aligned with organizational goals.
Assess equity program effectiveness and recommend changes that support retention, engagement, and shareholder alignment.
Oversee executive award modeling, grant recommendations, dilution analysis, and share ownership guidelines.
Ensure compliance with SEC, stock exchange, tax, and other compensation-related requirements.
Lead executive compensation disclosures, including the proxy statement CD&A, compensation tables, and shareholder communications.
Monitor regulatory and governance developments and assess their impact on Mastercard's programs.
Partner with Legal and Internal Audit to maintain effective governance controls and processes.
Advise senior executives and HR leaders on compensation, executive offers, retention actions, leadership transitions, and succession planning.
Build strong partnerships across People & Capability, Finance, Legal, Corporate Governance, and Investor Relations.
Lead executive compensation benchmarking using survey data, proxy disclosures, and market intelligence.
Model executive pay, incentive outcomes, and equity grants to inform decisions.
Translate compensation trends, investor expectations, and governance practices into actionable recommendations.
Continuously improve executive compensation processes, systems, analytics, and governance.
Manage one executive compensation team member and foster a collaborative, inclusive, high-performing culture.

Benefits

competitive base salary
annual bonus or commissions depending on the role
insurance (including medical, prescription drug, dental, vision, disability, life insurance)
flexible spending account and health savings account
paid leaves (including 16 weeks of new parent leave and up to 20 days of bereavement leave)
80 hours of Paid Sick and Safe Time
25 days of vacation time
5 personal days
10 annual paid U.S. observed holidays
401k with a best-in-class company match
deferred compensation for eligible roles
fitness reimbursement or on-site fitness facilities
eligibility for tuition reimbursement