Director, Executive Compensation

GENERAL PURPOSE:

The Director, Executive Compensation leads the stock administration team and assists in the management of the Company’s policies and practices related to compensation for executives, including executive officer and Board compensation; oversees executive compensation plans and programs (e.g., base pay, bonus, equity) and executive contracts process; researches, compiles, and provides benchmarking data and analytics for all executive compensation programs; administers the equity program which includes an Employee Stock Purchase Plan (ESPP); and is responsible for successful completion of the CD&A and other required SEC filings.

ESSENTIAL FUNCTIONS:
  • Lead, inspire, and develop team of associates.
  • Develop compensation packages for executive hires and promotions.
  • In partnership with executive management, determine the cost of termination under an executive contract.
  • Build and maintain the model to project Management Incentive Plan (MIP) payouts.
  • Work with the Finance and Legal team in support of the annual Proxy filing; lead the completion of the CD&A portion of the Proxy.
  • Assist with preparation and coordination of materials for Compensation Committee Meetings, including supporting documentation.
  • Oversee administration of the Company’s equity program, to include administration of the stock and ESPP plans, benchmarking practices, modeling/management of approved equity spend, development of equity budgets, financial analysis and impact, and associated reporting and compliance.
  • Partner with Finance, Tax, Legal, and Accounting on the regulatory and financial aspects of the executive compensation programs.
  • Identify and implement opportunities to simplify and standardize programs and processes which enable the team to execute flawlessly.
COMPETENCIES:
  • Builds Effective Teams
  • Plans, Aligns, and Prioritizes
  • Develops Talent
  • Demonstrates Organizational Agility
  • Collaborates
  • Communicates Effectively
  • Ensures Accountability & Execution
QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:
  • BA / BS required.
  • 10 to 12 years of progressively responsible experience in Compensation, with 5 to 7 of those years focused on executive compensation.
  • High learning agility along with a high level of resourcefulness, influence, organizational savviness, execution skills (strategy through implementation), and executive presence.
  • In-depth knowledge of Legal, Accounting, Financial, Tax, and Regulatory implications on executive compensation.
  • Strong problem-solving capabilities, including the ability to clearly define problems, collect data (primary and secondary), establish facts, draw valid conclusions, and influence others to implement recommendations.
  • Flexible and able to adapt to a focused, data driven work environment with a high level of commitment to delivering a quality work product.
  • Ability to manage multiple projects concurrently and work under time constraints, managing to due dates and timelines.
  • Excellent interpersonal/collaboration and written/oral communication skills.
  • Knowledge of Section 16 reporting requirements (i.e., Forms 3, 4 & 5), SOX and internal controls, accounting and taxation implications for stock-based compensation.
  • Deep knowledge in compensation principles, including but not limited to job classification, market pricing, salary administration, incentive plan design and equity vehicles.
PHYSICAL REQUIREMENTS/ADA:
  • Job requires ability to work in an office environment, primarily on a computer.
  • Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc.
  • Consistent timeliness and regular attendance.
  • Vision requirements: Ability to see information in print and/or electronically.
SUPERVISORY RESPONSIBILITIES:

Sr Manager, Executive Compensation; Manager, Stock Administration

DISCLAIMER:

This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management’s discretion.

Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.
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