Iron Mountain
Director, Executive Compensation
Iron Mountain, Boston, Massachusetts, us, 02298
At Iron Mountain, we know that work, when done well, makes a positive impact for our customers, our employees, and our planet. That's why we need smart, committed people to join us. Whether you're looking to start your career or make a change, talk to us and see how you can elevate the power of your work at Iron Mountain.We provide expert, sustainable solutions in records and information management, digital transformation services, data centers, asset lifecycle management, and fine art storage, handling, and logistics. We proudly partner every day with our 225,000 customers around the world to preserve their invaluable artifacts, extract more from their inventory, and protect their data privacy in innovative and socially responsible ways.Iron Mountain is seeking a highly skilled and dynamic Director of Global Executive Compensation to join our team. Reporting to the Global SVP/Head of Total Rewards, the Director of Executive Compensation will play a key role in leading the design, development, administration, and implementation of executive compensation programs. This role will provide counsel and guidance on executive pay governance issues and market trends, while simultaneously leading the communications of executive compensation programs. As a member of Global Total Rewards leadership, this role will oversee the executive compensation team and collaborate cross-functionally to ensure that our executive and equity compensation strategies both attract and retain top talent and align with our overall business objectives.Role and Responsibilities
Supports the design, analytics, and administration of short and long-term executive compensation programs and strategies.Develops and drafts materials for the Compensation Committee of the Board of Directors, including agendas, analyses, reports, and presentations.Designs, administers, and communicates executive compensation programs including the Stock Incentive Plan, the Employee Stock Purchase Plan, the Executive Deferred Compensation Plan, and the Director Deferred Compensation Plan.Partners with executive search to develop and present compensation packages for executive candidates at the offer stage of the recruiting process.Takes a lead role on executive compensation governance issues, including market trends, monitoring regulatory environments, and examining pay practices and valuations through the lens of proxy advisory firms (e.g., ISS and Glass-Lewis). Performs the annual compensation risk assessment, analyzing the risks associated with compensation programs.Partners with legal and outside counsel to prepare the CD&A, relevant tables, and other context for the annual proxy statement.Evaluates market data for executive positions and maintains awareness of industry-leading executive compensation market conditions to benchmark and oversee executive-level compensation survey processes.Continuously monitors and analyzes the effectiveness of compensation and equity programs, and makes data-driven recommendations for improvements and optimizations.Collaborates with Iron Mountain's Global Total Rewards team to seamlessly implement and roll out company-wide executive compensation programs.Manages executive compensation and equity due diligence and integration for all mergers and acquisitions.Builds effective relationships with human resources, legal, finance, accounting, tax, vendors, and executive leadership teams.Provides strong leadership and direction to professional team while building bench strength and expertise.The Ideal Candidate Characteristics & Credentials
Bachelor's degree in HR, Finance, Accounting, or related discipline; MBA preferred.A minimum of 10 years of progressive compensation experience, with 3 years of leadership experience, preferably within a global or multinational organization.Significant experience in executive compensation (including benchmarking, plan design, and Board reporting), fixed and variable compensation plans, equity plans, and total rewards programs with strong attention to detail and streamlining processes.Excellent working knowledge of executive compensation-related laws, policies, and practices.Deep understanding of compensation principles, practices, and methodologies, with specific expertise in job architecture, evaluation, salary benchmarking, and incentive design.Excellent communication, presentation, and interpersonal skills, with the ability to collaborate effectively across all levels of the organization.High level of spreadsheet expertise, presentation design skills, and strong financial, analytical, project management, and problem-solving skills required.Ability to manage multiple complex initiatives at the same time.Iron Mountain is committed to a policy of equal employment opportunity. We recruit and hire applicants without regard to race, color, religion, sex (including pregnancy), national origin, disability, age, sexual orientation, veteran status, genetic information, gender identity, gender expression, or any other factor prohibited by law.
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Supports the design, analytics, and administration of short and long-term executive compensation programs and strategies.Develops and drafts materials for the Compensation Committee of the Board of Directors, including agendas, analyses, reports, and presentations.Designs, administers, and communicates executive compensation programs including the Stock Incentive Plan, the Employee Stock Purchase Plan, the Executive Deferred Compensation Plan, and the Director Deferred Compensation Plan.Partners with executive search to develop and present compensation packages for executive candidates at the offer stage of the recruiting process.Takes a lead role on executive compensation governance issues, including market trends, monitoring regulatory environments, and examining pay practices and valuations through the lens of proxy advisory firms (e.g., ISS and Glass-Lewis). Performs the annual compensation risk assessment, analyzing the risks associated with compensation programs.Partners with legal and outside counsel to prepare the CD&A, relevant tables, and other context for the annual proxy statement.Evaluates market data for executive positions and maintains awareness of industry-leading executive compensation market conditions to benchmark and oversee executive-level compensation survey processes.Continuously monitors and analyzes the effectiveness of compensation and equity programs, and makes data-driven recommendations for improvements and optimizations.Collaborates with Iron Mountain's Global Total Rewards team to seamlessly implement and roll out company-wide executive compensation programs.Manages executive compensation and equity due diligence and integration for all mergers and acquisitions.Builds effective relationships with human resources, legal, finance, accounting, tax, vendors, and executive leadership teams.Provides strong leadership and direction to professional team while building bench strength and expertise.The Ideal Candidate Characteristics & Credentials
Bachelor's degree in HR, Finance, Accounting, or related discipline; MBA preferred.A minimum of 10 years of progressive compensation experience, with 3 years of leadership experience, preferably within a global or multinational organization.Significant experience in executive compensation (including benchmarking, plan design, and Board reporting), fixed and variable compensation plans, equity plans, and total rewards programs with strong attention to detail and streamlining processes.Excellent working knowledge of executive compensation-related laws, policies, and practices.Deep understanding of compensation principles, practices, and methodologies, with specific expertise in job architecture, evaluation, salary benchmarking, and incentive design.Excellent communication, presentation, and interpersonal skills, with the ability to collaborate effectively across all levels of the organization.High level of spreadsheet expertise, presentation design skills, and strong financial, analytical, project management, and problem-solving skills required.Ability to manage multiple complex initiatives at the same time.Iron Mountain is committed to a policy of equal employment opportunity. We recruit and hire applicants without regard to race, color, religion, sex (including pregnancy), national origin, disability, age, sexual orientation, veteran status, genetic information, gender identity, gender expression, or any other factor prohibited by law.
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