Manager Executive Compensation

Support the ongoing design, development and implementation of Total Reward frameworks for the ‘Executive’ Population to ensure the Company is able to attract, retain and incentivize colleagues. Manage all Global Mobility arrangements ensuring policies, processes and third-party contractual arrangements are fit for purposes.

·Act as a trusted advisor to Chief People Officers and business leaders on sensitive and confidential matters relating to external recruitment, internal moves, retention awards and exits associated with this population.

·Manage the join to leave process for the executive population (that entails compensation proposals, term sheets, offer letters, side letters or separation agreements as required) including new joiners, internal movements (lateral or promotions) and leavers.

·Calculate reward packages for all external offers/internal moves and produce term sheets and contract/offer documentation. Perform complex buyout valuations of the incentives (including both equity share plans such as performance shares, restricted shares, share options among others and cash based plans) external candidates will forfeit upon leaving their prior employer and use this to calculate appropriate ‘buy-out’ awards.

·Liaise with the legal counsel and tax advisors to support issues arising during the join to leave process.

·Act as the Executive Pay lead in the annual compensation cycle process

·Ensure an extensive understanding of the full range of complex incentive plans (Annual Performance Plan, Long Term Performance Plan) to be able to work with the wider Executive Pay team on the administration of these plans and to respond to complex queries from plan participants and senior stakeholders.

·Ensure reward guidelines relating to the join to leave process (such as buyout principles) are developed, documented and reviewed regularly based on lessons learned and best practice.

·Ensure all reward arrangements for this population are fully documented, understood and implemented accurately and on-time (for example buy-out awards, retention payments, incentive plan commitments, and severance payments).

·Identify innovative or improvement opportunities that enhance the quality of, decrease the cost of, and reduce time to complete Executive Reward processes under the scope of the team; this includes exploring new tools and processes to digitize and automate the processes.