Executive and Corporate Compensation Manager

2. Stock Plan Administration & Equity Operations Equity Lifecycle Management: Direct the operational execution of global equity programs, managing the end-to-end process for grants, vesting schedules, exercises, and tax distributions. 3. Corporate Compensation & HRIS Management Annual Reward Cycles: Lead corporate headquarters (CHQ) merit increase and bonus planning processes—including budget forecasting, financial modeling, manager toolkits, and executive reporting.

Sparks Group has partnered with a global defense and aerospace company that is seeking an Executive and Corporate Compensation Manager to join their team. This role is a 5 day in office position. This role leads the design, administration, and continuous improvement of executive and corporate-wide compensation strategy. This pivotal role oversees equity plan administration, supports the Board of Directors’ Compensation Committee, contributes directly to the annual proxy statement (CD&A), and directs annual merit and incentive cycles.

Key Responsibilities1. Executive Compensation & Governance

• Program Support: Perform analytical modeling and operational administration for executive base pay, short-term annual incentives, and long-term incentive (LTI) programs.

• Compensation Committee Support: Develop high-impact materials for the Compensation Committee of the Board of Directors, including briefing packages, executive market analyses, and meeting presentations.

• Proxy & CD&A Preparation: Partner with Legal, Finance, and external advisors to draft, review, and finalize proxy disclosures, CD&A narratives, and required executive compensation tables.

• Market Intelligence & Governance: Continuously monitor regulatory developments, SEC requirements, tax updates, corporate governance standards, and market trends impacting executive pay.

2. Stock Plan Administration & Equity Operations

• Equity Lifecycle Management: Direct the operational execution of global equity programs, managing the end-to-end process for grants, vesting schedules, exercises, and tax distributions.

• Compliance & Partner Management: Collaborate with external vendors, finance, and legal teams to ensure absolute compliance with tax, accounting, and securities laws.

• Participant Engagement: Craft clear, timely participant communications regarding equity programs and provide subject matter guidance to executive plan participants.

3. Corporate Compensation & HRIS Management

• Annual Reward Cycles: Lead corporate headquarters (CHQ) merit increase and bonus planning processes—including budget forecasting, financial modeling, manager toolkits, and executive reporting.

• SuccessFactors Module Ownership: Act as system owner for the SuccessFactors HRIS Compensation module, managing configuration, testing, workflow automation, custom reporting, and user support.

• Data Integration & Quality: Drive data integrity across HRIS, Payroll, and equity platforms, coordinating with IT and HR teams on routine upgrades and system enhancements.

• Benchmarking & Incentives: Conduct market pricing and competitive positioning studies; support the design and maintenance of corporate incentive and recognition programs.

4. Job Architecture & Organizational Structure

• Job Evaluation & Leveling: Maintain and enhance corporate job architecture, pay structures, and internal equity frameworks.

• Job Descriptions: Partner with HR Business Partners and business leaders to craft, refine, and align job descriptions with evolving organizational strategies.

5. Analytics, Risk & Compliance

• Financial Modeling & Analytics: Build complex scenario models, cost analyses, and executive-level reports to guide leadership decision-making.

• Audit & Defensibility: Ensure strict adherence to federal, state, and international regulatory standards; maintain standard operating procedures to support internal and external audits.

Qualifications & Requirements

• Required: Bachelor’s degree in Finance, Business Administration, Accounting, Human Resources, or a related discipline (or equivalent practical experience).

• Certifications (Highly Preferred): Certified Compensation Professional (CCP) or Certified Equity Professional (CEP).

• Required: 6+ years of progressive experience in compensation management.

• Specialized Experience: Demonstrated experience in executive compensation, equity administration, and annual compensation cycle leadership.

• HRIS Systems: Hands-on experience configuring and managing HRIS compensation modules, specifically SuccessFactors.

• Governance & Regulatory: Familiarity with SEC proxy rules, CD&A drafting, executive compensation tables, and stock plan compliance.

• Analytical Skills: Advanced financial modeling, compensation benchmarking, and data visualization skills using Microsoft Excel.

• Tools: Proficiency across Microsoft Office Suite (Excel, Word, PowerPoint, Outlook).

• Strong verbal and written communication skills with experience presenting to senior leadership.

• Exceptional attention to detail, accuracy, and process rigor.

• Proven ability to prioritize and execute multiple high-visibility projects independently.

• Sound judgment and business acumen in handling highly confidential executive data.

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This job is In-Person.

Pay Range: Salary $132,000.00 to $172,000.00

We offer several comprehensive benefits package including health and life insurance, paid and unpaid time off, and retirement and savings plans to qualifying employees.

Download the Sparks Group mobile app from Apple App Store or Google Play.

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Sparks Group is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, pregnancy, citizenship, family status, genetic information, disability, or protect veteran status.