Lumen
Director of Executive Compensation
Lumen, Raleigh, North Carolina, United States, 27601
Lumen Director of Executive Compensation Raleigh, North Carolina Apply Now
Lumen connects the world. We are igniting business growth by connecting people, data, and applications – quickly, securely, and effortlessly. Together, we are building a culture and company from the people up – committed to teamwork, trust, and transparency. People power progress.Lumen’s commitment to workplace inclusion and employee support shines bright. We’ve made the Newsweek 2024 Greatest Workplaces for Diversity list and achieved a perfect score of 100 on the Human Rights Campaign Corporate Equality Index (CEI) for the fifth consecutive year. Plus, we’re the top employer in the communications and telecom industry, ranking 12th overall across all industries in The American Opportunity Index.We’re looking for top-tier talent and offer the flexibility you need to thrive and deliver lasting impact. Join us as we digitally connect the world and shape the future.The RoleThe Director of Executive Compensation will manage the development, implementation, and administration of executive compensation strategies and programs, including short- and long-term incentives, stock-based compensation, and executive benefits. The individual will work closely with Executive and Global Compensation teams, SVP of Total Rewards, Chief People Officer, the Human Resources & Compensation Committee, and external advisors to ensure the executive compensation framework attracts, retains, and motivates top-tier talent while complying with SEC regulations, shareholder interests, and best governance practices.The Main ResponsibilitiesDevelop, analyze and execute the competitive total compensation programs for our CEO, Senior Leadership Team, and Board of Directors that support the Company’s objectives to attract, retain, and reward employees.Lead the design and implementation of incentive plans that motivate executives to achieve goals that align with business objectives and shareholder value creation.Oversee the administration of our global stock-based compensation programs, including time-based and performance-based equity plans.Conduct ongoing competitive analyses of executive compensation programs and pay components.Prepare and provide support for all materials for the Human Resources & Compensation Committee requests and meetings.Lead the preparation of the executive compensation sections of the proxy statement.Lead the development and analysis for all retention requests.Oversee the design and administration of executive benefits, including deferred compensation plans and perquisites.Manage relationships with external consultants, advisors, and proxy advisory firms.Provide support to the VP of Executive Compensation and executive compensation team.What We Look For in a Candidate12+ years of experience in executive compensation, or combined global and executive compensation experience.Bachelor’s degree in Human Resources, Business Administration, Accounting, Finance, or related field. MBA, CPA, or CCP certification preferred.Deep understanding of SEC regulations and disclosure requirements.High level of integrity, discretion, and professionalism in handling confidential information.Proven ability to analyze complex problems and synthesize different data.Self-starter with a focus on attention to detail and accuracy.Excellent modeling skills to predict the current and future impact for executive compensation decisions.Outstanding presence, communication, and interpersonal skills.LocationThis role has been designated as fully remote, US.CompensationThe starting salary for this role differs based on the employee's primary work location. Employees typically do not start at the top of the range, though compensation depends on each individual's qualifications.Legal StatementsIn any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.DisclaimerThe job responsibilities described above indicate the general nature and level of work performed by employees within this classification. It is not intended to include a comprehensive inventory of all duties and responsibilities for this job. Job duties and responsibilities are subject to change based on evolving business needs and conditions.
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Lumen connects the world. We are igniting business growth by connecting people, data, and applications – quickly, securely, and effortlessly. Together, we are building a culture and company from the people up – committed to teamwork, trust, and transparency. People power progress.Lumen’s commitment to workplace inclusion and employee support shines bright. We’ve made the Newsweek 2024 Greatest Workplaces for Diversity list and achieved a perfect score of 100 on the Human Rights Campaign Corporate Equality Index (CEI) for the fifth consecutive year. Plus, we’re the top employer in the communications and telecom industry, ranking 12th overall across all industries in The American Opportunity Index.We’re looking for top-tier talent and offer the flexibility you need to thrive and deliver lasting impact. Join us as we digitally connect the world and shape the future.The RoleThe Director of Executive Compensation will manage the development, implementation, and administration of executive compensation strategies and programs, including short- and long-term incentives, stock-based compensation, and executive benefits. The individual will work closely with Executive and Global Compensation teams, SVP of Total Rewards, Chief People Officer, the Human Resources & Compensation Committee, and external advisors to ensure the executive compensation framework attracts, retains, and motivates top-tier talent while complying with SEC regulations, shareholder interests, and best governance practices.The Main ResponsibilitiesDevelop, analyze and execute the competitive total compensation programs for our CEO, Senior Leadership Team, and Board of Directors that support the Company’s objectives to attract, retain, and reward employees.Lead the design and implementation of incentive plans that motivate executives to achieve goals that align with business objectives and shareholder value creation.Oversee the administration of our global stock-based compensation programs, including time-based and performance-based equity plans.Conduct ongoing competitive analyses of executive compensation programs and pay components.Prepare and provide support for all materials for the Human Resources & Compensation Committee requests and meetings.Lead the preparation of the executive compensation sections of the proxy statement.Lead the development and analysis for all retention requests.Oversee the design and administration of executive benefits, including deferred compensation plans and perquisites.Manage relationships with external consultants, advisors, and proxy advisory firms.Provide support to the VP of Executive Compensation and executive compensation team.What We Look For in a Candidate12+ years of experience in executive compensation, or combined global and executive compensation experience.Bachelor’s degree in Human Resources, Business Administration, Accounting, Finance, or related field. MBA, CPA, or CCP certification preferred.Deep understanding of SEC regulations and disclosure requirements.High level of integrity, discretion, and professionalism in handling confidential information.Proven ability to analyze complex problems and synthesize different data.Self-starter with a focus on attention to detail and accuracy.Excellent modeling skills to predict the current and future impact for executive compensation decisions.Outstanding presence, communication, and interpersonal skills.LocationThis role has been designated as fully remote, US.CompensationThe starting salary for this role differs based on the employee's primary work location. Employees typically do not start at the top of the range, though compensation depends on each individual's qualifications.Legal StatementsIn any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.DisclaimerThe job responsibilities described above indicate the general nature and level of work performed by employees within this classification. It is not intended to include a comprehensive inventory of all duties and responsibilities for this job. Job duties and responsibilities are subject to change based on evolving business needs and conditions.
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