The Director of Executive Compensation is part of the Total Rewards team and is responsible for providing leadership, direction and functional expertise for all aspects of Adtalem Global Education’s executive compensation and incentive plan strategy. The individual will focus on Adtalem’s senior level and executive pay programs, including annual and long-term incentive programs, providing both technical and design expertise. They will also participate in assessing the competitiveness of our executive and Board compensation practices, including working with external consultants, as needed. Finally, this individual will play a leading role for the HR function in the development and preparation of annual executive compensation disclosures, as well as materials for the Compensation Committee of the Board of Directors. Works closely with Legal, Finance, Tax, and Accounting as it relates to executive compensation and incentive programs and may serve as a technical resource, as needed.
Provides design recommendations regarding the overall executive compensation structure and works closely with other functions, including Finance, to establish and track program metrics; designs and recommends program administration procedures.
Works closely with the Total Rewards leader and CHRO in the development of materials for the Compensation Committee of the Board of Directors, including maintaining the agenda, preparing analysis and presentations to be shared with the Committee, and coordinating with other functions, as needed.
Manages all aspects of Adtalem’s long-term incentive (LTI) plan design and administration, including vendor management, communications, and working with business and function leaders to track performance and vesting.
Works closely with the broader Total Rewards team to design, implement and maintain a competitive total compensation program; analyzes organizational pay practices to ensure equity and fairness across the organization.
Prepares materials and other incentive plan communications to be used in meetings with or by Senior Executives and Board of Directors; ensure that program objectives are effectively communicated and articulated throughout the organization.
Directs the development of incentive programs to encourage and reward high performance and ensures incentive programs achieve desired results.
Leads proxy data analysis and disclosures for HR, including establishing proxy officers, partnering with legal/finance on narrative disclosures, and ensuring disclosure requirements are met.
Oversees the use of outside consultants; develops scope of work, provides direction and manages cost, where appropriate.
Plans and directs the development of appropriate training, documentation of procedures and communication of expectations to the field HR organization.
May also support a client group, providing overall consulting support to one or more business units, including incentive plan design, organizational structure, benchmarking, and promo/offer recommendations.
Completes other duties as assigned.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Must have a minimum of 8 years of progressive total rewards/compensation experience, including executive compensation.
Must have proven experience working effectively with senior level executives on compensation matters
Experience with incentive plan design and administration; LTI plan administration experience highly desirable..
Highly developed communications, interpersonal and influencing skills.
Highly developed quantitative analysis skills and a high degree of technical acumen, particularly related to incentive compensation, as well as the ability to draw meaningful conclusions and develop action plans based on data.
Working knowledge and understanding of the legal, tax, accounting, and disclosure rules governing incentive and executive compensation.
Ability to develop complex modeling and analytical tools using Excel or other systems.
Experience in a progressive HR environment and/or compensation consulting firm is highly desirable.
Professional certification in compensation is highly desirable.
We are proud to be an EEO employer M/F/D/V. We maintain a drug-free workplace and perform pre-employment substance abuse testing. Thank you for applying for this outstanding opportunity today.