About Lumen
Lumen connects the world. We are igniting business growth by connecting people, data and applications – quickly, securely, and effortlessly. Together, we are building a culture and company from the people up – committed to teamwork, trust and transparency. People power progress.
We’re looking for top-tier talent and offer the flexibility you need to thrive and deliver lasting impact. Join us as we digitally connect the world and shape the future.
The Role
The Senior Manager of Executive Compensation will manage the development, implementation, and administration of executive compensation strategies and programs, including short- and long-term incentives, stock-based compensation, and executive benefits. The individual will supervise a small team and work closely with Executive and Global Compensation teams, SVP of Total Rewards, Chief People Officer, the Human Resources & Compensation Committee, and external advisors to ensure the executive compensation framework attracts, retains, and motivates top-tier talent while complying with SEC regulations, shareholder interests, and best governance practices.
Work Location
This is a remote opportunity open to candidates located anywhere in the U.S.
The Main Responsibilities
- Competitive Executive Compensation Programs: Lead the development, analysis and execution of competitive total compensation programs for our CEO, Senior Leadership Team and Board of Directors that support the Company’s objectives to attract, retain and reward employees. Competitive total compensation programs include on-boarding, ongoing and off-boarding pay packages, base pay, short term incentive, long term incentive, equity awards, retention programs and severance plans, as well as any other programs and benefits related to executives.
- Incentive Plan Design: Lead the design and implementation of short- and long-term incentive plans that motivate executives to achieve goals that align with business objectives, strategy and shareholder value creation. Deep understanding of broad range of metrics, target setting, payout curves, modifiers and kickers, implementation and communication of new and/or modifications for existing programs, and compliance with legal and accounting rules.
- Equity Compensation Management: Oversee the administration of our global stock-based compensation programs, including time-based and performance-based equity plans, share calculation, vesting schedules, award agreements, equity plan governance to include share pool, burn rate, overhang and dilution. Manage the relationship and ensure the accuracy of data with our third-party equity platform (E*TRADE).
- Market Benchmarking: Conduct ongoing competitive analyses of executive compensation programs and pay components by benchmarking against industry peers and best practices, participation in third-party or custom surveys.
- Human Resources & Compensation Committee Support: Lead the development of all materials for the Human Resources & Compensation Committee meetings and requests, set the agenda. Serve as subject matter expert to the Chief People Officer and Legal. Serve as point of contact for independent compensation consultant to the Human Resources & Compensation Committee.
- Proxy: Lead the preparation of the executive compensation sections of the proxy statement, including CD&A and proxy tables, and partner with legal, investor relations and key stakeholders on shareholder engagement.
- Subject Matter Expert: Ensure executive compensation programs comply with SEC regulations and disclosure requirements. Stay abreast of proxy advisor trends and shareholder expectations, global tax requirements, and financial reporting nuances for executive compensation programs.
- Retention of Key Talent: Lead the development and analysis so management can make informed decision for all retention requests. Manage accuracy of data. Ensure communications meet all legal requirements. Coordinate with Finance department to ensure accuracy of Company related expenses.
- Executive Benefits: Oversee the design and administration of executive benefits, including deferred compensation plans and perquisites.
- External Advisor Management: Manage relationships with external consultants, advisors, and proxy advisory firms to ensure alignment with compensation strategy and governance trends.
- Internal Advisor: Serve as trusted advisor and thought leader with internal stakeholders, including our C-suite, Chief People Officer, SVP of Total Rewards, Board of Directors and Chair of the Human Resources & Compensation Committee.
- Collaboration: Active listener and strategic thinker to work closely with human resources, legal, finance and payroll teams on compensation-related matters.
What We Look For in a Candidate
- Experience: 7+ years of experience in executive compensation, or combined broad-based and executive compensation experience, at a publicly traded company.
- Education: Bachelor’s degree in Human Resources, Business Administration, Accounting, Finance, or related field. MBA, CPA, or CCP certification preferred.
- Deep understanding of SEC regulations and disclosure requirements (including proxy, CD&A, say-on-pay, Section 16), tax regulations (including Section 162(m), 280G and Section 409A).
- High level of integrity, discretion and professionalism in handling confidential information.
- Proven ability to analyze complex problems, synthesize different data and viewpoints, multi-task, effectively prioritize tasks and meet deadlines.
- Strong mix of business and financial acumen.
- Self-starter with a focus on attention to detail and accuracy and delivering high quality work.
- Excellent modeling skills to predict the current and future impact for executive and incentive compensation programs.
- Outstanding presence, communication and interpersonal skills with the ability to influence stakeholders at all levels.
Compensation
This information reflects the anticipated base salary range for this position based on current national data. Minimums and maximums may vary based on location. Individual pay is based on skills, experience and other relevant factors.
Location Based Pay Ranges
$129,639 - $172,852 in these states: AL AR AZ FL GA IA ID IN KS KY LA ME MO MS MT ND NE NM OH OK PA SC SD TN UT VT WI WV WY
$136,121 - $181,494 in these states: CO HI MI MN NC NH NV OR RI
$142,603 - $190,137 in these states: AK CA CT DC DE IL MA MD NJ NY TX VA WA
Lumen offers a comprehensive package featuring a broad range of Health, Life, Voluntary Lifestyle benefits and other perks that enhance your physical, mental, emotional and financial wellbeing. We're able to answer any additional questions you may have about our bonus structure (short-term incentives, long-term incentives and/or sales compensation) as you move through the selection process.
Learn more about Lumen's:
What To Expect Next
Based on your job application information you may be given the opportunity to complete a video interview immediately after applying. This will include a set of questions for you to record a response to in addition to Game Challenges. Completion of this video interview is a requirement in order to be considered for our open position. Now not a good time? No worries, we will also send you an email with a link to complete the video interview. We strongly recommend that you complete this within 5 days of your application date.
Requisition #: 338290
Background Screening
If you are selected for a position, there will be a background screen, which may include checks for criminal records and/or motor vehicle reports and/or drug screening, depending on the position requirements. For more information on these checks, please refer to the Post Offer section of our FAQ page. Job-related concerns identified during the background screening may disqualify you from the new position or your current role. Background results will be evaluated on a case-by-case basis.
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Equal Employment Opportunities
We are committed to providing equal employment opportunities to all persons regardless of race, color, ancestry, citizenship, national origin, religion, veteran status, disability, genetic characteristic or information, age, gender, sexual orientation, gender identity, gender expression, marital status, family status, pregnancy, or other legally protected status (collectively, “protected statuses”). We do not tolerate unlawful discrimination in any employment decisions, including recruiting, hiring, compensation, promotion, benefits, discipline, termination, job assignments or training.
Disclaimer
The job responsibilities described above indicate the general nature and level of work performed by employees within this classification. It is not intended to include a comprehensive inventory of all duties and responsibilities for this job. Job duties and responsibilities are subject to change based on evolving business needs and conditions.
In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.
Please be advised that Lumen does not require any form of payment from job applicants during the recruitment process. All legitimate job openings will be posted on our official website or communicated through official company email addresses. If you encounter any job offers that request payment in exchange for employment at Lumen, they are not for employment with us, but may relate to another company with a similar name.
