Principal Executive Compensation Analyst

The Principal Executive Compensation Analyst is a senior-level compensation professional responsible for the design, administration, analysis, and governance of executive compensation programs for senior leaders and executives. This role serves as a trusted advisor to HR leadership, Finance, and executive stakeholders, supporting executive compensation strategy, long-term incentive programs, and Board of Directors and Compensation Committee processes. 

The ideal candidate brings deep expertise in executive compensation, equity and stock-based compensation, market benchmarking, governance, and compensation disclosures. The position requires strong analytical capabilities, exceptional attention to detail, executive presence, and the ability to manage highly confidential information.

Responsibilities:

Executive Compensation Strategy & Administration 

• Support the design, implementation, and administration of executive compensation programs, including:  
• Base salary 
• Annual incentive plans (STI) 
• Long-term incentive programs (LTI) 
• Equity and stock-based awards 
• Executive retention programs 
• Conduct market analyses using executive compensation surveys and external benchmark data. 
• Evaluate executive pay levels against market competitiveness and internal equity principles. 
• Prepare executive compensation recommendations and supporting analyses for senior leadership decisions. 
Board and Compensation Committee Support 

• Lead preparation of Compensation Committee and Board of Directors meeting materials. 
• Develop high-quality executive compensation presentations, briefing documents, and decision support materials. 
• Coordinate annual compensation review cycles for executive populations. 
• Support meeting logistics, documentation, follow-up actions, and governance requirements. 
Equity & Stock Compensation 

• Administer executive equity programs including RSUs, PSUs, and other long-term incentives. 
• Coordinate equity grant processes, vesting schedules, award modeling, and reporting. 
• Partner with Finance, Legal, Tax, Payroll, and external providers to ensure accurate administration. 
• Support equity accounting, disclosure requirements, and compliance activities. 
• Provide executive-level guidance on stock compensation program design and practices. 
Analytics & Reporting 

• Develop executive compensation models, scenarios, and financial impact analyses. 
• Analyze compensation trends, pay equity considerations, retention risks, and incentive outcomes. 
• Deliver insights and recommendations to senior HR and business leaders. 
• Serve as a subject matter expert on executive compensation matters. 
• Mentor junior compensation analysts and share best practices across the Total Rewards function.

Function: Manufacturing
Experience Level: Mid-Senior Level