Senior Manager Executive Compensation

Summary

The Senior Manager Executive Compensation is a highly specialized individual contributor responsible for the design, governance, analysis, and communication of executive and senior leader compensation programs. This role partners closely with the Sr Dir, Compensation, VP Total Rewards, CHRO, Legal, Finance, and senior leadership to ensure executive pay programs are competitive, compliant, clearly articulated, and aligned with company strategy and ownership objectives.

The role combines technical executive compensation expertise, HR and business partnership, and strong written and visual communication skills, with an ability to translate complex compensation concepts into clear, compelling stories for executives, the Board, plan participants, etc.

Work Location: Hybrid (minimum of 25% in corporate office; preferred 75% in office)

The salary range for this position is $131,000.00- $196,000.00 per year, based on experience and qualifications with annual bonus available (variable depending on performance).  

In addition to the base salary, Perdue offers a competitive benefits package, including medical/Rx, 401(k) with employer match after 1 year, critical illness, accident insurance, dental, vison, life insurance, optional group life insurance, short-term and long-term disability protection, flexible spending accounts and paid time off.  

Principal and Essential Duties & Responsibilities

Subject-Matter Expert for Executive Compensation

• Leads the development of Executive Compensations business processes and deliverables (job evaluations, executive benchmarking, offers and offer approvals, etc)
• Stays current on compensation trends, governance practices, communication approaches

Incentive Plan Design & Administration:

• Collaborates with stakeholders, including HR, finance, operations, and senior leadership, to design and implement performance-based incentive programs that drive business performance, enhance employee engagement, and align with the Company’s strategic objectives.
• Monitors and assesses the effectiveness of these incentive programs to ensure return on investment.
• Administers eligibility, record keeping and accrual, update communications, payouts and distributions for the:
  • Short-Term (Management) Incentive Plan,
  • Long-Term Incentive Plan,
  • Executive Deferred Compensation Plan;
  • Board Incentive &
  • 409A Non-Qualified Deferred Compensation Plan

Governance, Board & Leadership Support:

• Serve as a trusted advisor on executive compensation best practices in a privately held environment, developing materials for senior leadership and Compensation & Development Committee review, including, but not limited to:
  • Executive compensation summaries
  • Program design rationales
  • Pay-for-performance analyses
  • Scenario modeling and cost impacts
• Support governance processes by documenting program decisions, approvals, and design principles.

Subject-Matter Expert for Compensation Communications & Storytelling

• Leads the development of executive and broad-based compensation materials that are clear, concise and aligned with leadership messaging. Ensures consistency of messaging across compensation programs, leadership levels, and audiences
• Translates complex compensation mechanics into narratives, brochures, visuals, QSGs, FAQs, offer letters and compensation summaries, annual compensation statements for executives, incentive plan documents and summaries, change communications related to program updates or redesigns, etc.

Compensation Business Partner

• Serves as the Compensation Business Partner for Corporate functions (Legal, Communications, Environmental, Procurement, IT, Finance, Strategy, Quality, Sales, Marketing) providing consultation, training, and other deliverables (including but not limited to: job evaluations, salary recommendations, re-organization work)

Analytics & Continuous Improvement

• Collaborate with the Compensation Manager, Technology & Analytics to develop, build, implement and maintain executive compensation models, dashboards, and other reporting and analysis tools that help move HR, Compensation and the business forward.

Regulatory Compliance

• Ensures compliance with DOL, IRS, and all other applicable regulatory guidelines and entities. Remains aware of internal company practices, competitive and legislative environment and market trends and developments within all employee compensation areas

Required Minimum Education, Experience and Skills

• Bachelor's degree Human Resources, Business Administration, Finance, or related discipline
• Minimum 5 years’ compensation management experience
• Minimum 2 years’ executive compensation experience
• Strong understanding of Equity (Stock, Stock Options/SARs, RSU, PSU, etc.) and non-equity LTI
• Excellent communication and interpersonal skills (high proficiency)
• Strong analytical and quantitative skills (high proficiency)
• Advanced MS Office skills, particularly Excel and PowerPoint (high proficiency)
• Advanced project management skills
• Knowledge of compensation principles and procedures (high proficiency)
• Strong technical skill level with curiosity and desire to continue learning—in particular, how to effectively and securely leverage AI in the compensation space
• Knowledge of HR employment laws and regulations
• Knowledge and understanding of HCM systems
• Ability to work in a fast-paced, forward-looking work environment
• Ability to navigate ambiguity and change
• Attention to detail & ability to see and understand the broader picture
• Strong business acumen
• Self-directed--ability to see what needs to be done, develop and propose a plan and drive toward solutions with minimal supervision

Preferred Education, Experience and Skills

• Master’s in Human Resources or Business Administration (MBA)
• Compensation certification (CCP, SCP, CECP)
• Knowledge and understanding of SAP SuccessFactors (Compensation, Variable Pay, EC)
• Knowledge and understanding of Power BI, Power automate

Environmental Factors and Physical Requirements

• Position is mostly sedentary but may require occasional moving to other offices or buildings.
• May need to move light equipment or supplies from one place to another.
• May need to access files, supplies and equipment. 
• Work activity is in an office, open-partitioned, cubicle environment