Head of Executive Compensation

Profile

Description

As the Head of Executive Compensation, you will be a trusted advisor to both HR and our most senior-level business executives. You will be responsible for providing analysis, evaluation and modeling of competitive practices and future programs aligned organizational goals and with the mission, core values, business objectives and culture of Humana. Effectively communicates and leads consultation with key executives, Legal, Finance, Human Resources and outside consulting firms as necessary to complete job responsibilities. Prepares recommendations and presentations for delivery to the Compensation Committee of the Board. Prepares data and information and supports compilation and review of required filings, including any proxy disclosures.

The leader will also oversee a small team of compensation professionals. Our compensation professionals are required to address our unique business needs and develop creative solutions informed by the knowledge of market practices to create and maintain compelling and competitive compensation programs that attract, engage, reward and retain top talent. The ideal candidate is a compensation expert who is passionate about providing innovative solutions to support broader business or organizational objectives.

Responsibilities

As a critical leader within our compensation leadership team, you will collaborate closely with our senior executive leadership team, Chief Financial Officer and many stakeholders (including the Compensation Committee) to develop innovative executive compensation strategies to drive company growth, profitability and alignment with shareholders. This includes management of Humana's equity compensation program, as well as the involvement in the management of compensation approaches for our corporate teams. You will also be responsible for aiding in executive level job evaluation, competitive assessment, survey administration and assistance with management of program administration of salary, bonus and long-term incentive plans for those groups.

RESPONSIBILITIES


Counsel senior leaders on pay decisions, compensation practices, and policy and guidelines interpretation. Guide the decision-making process and final outcome by providing detailed analysis/models, innovative recommendations, and expert advice to management and HR executives as it relates to executive level talent.
Consult with HR Business Partners, Talent Acquisition team and Hiring Managers to create competitive offer packages for key strategic executive hires. Review and approve executive offer packages to ensure competitiveness and compliance with governance guidelines.
Collaborate with Executive Talent Acquisition with total compensation offers and onboarding of incoming executives. Meet with executive candidates and/or new hires regarding details of compensation packages, and provide one-on-one support to exiting Executives, if necessary.
In collaboration with Legal, Accounting, Tax, Internal Audit and third-party administrators, ensure accurate reporting, budgeting and compliance with all applicable laws and regulations regarding compensation and related issues
Partner with cross-functional workgroups driving solutions that impact associate pay including mergers and acquisitions, system-wide cost-saving initiatives, audit findings, compensation program system development, integration and implementation.
Perform compensation-related merger/acquisition/divestiture work as necessary - due diligence, retention, and integration working in partnership with business aligned teams across compensation and broader HR
Provide related compensation support for the organization as needed, including but not limited to ad hoc reports and analyses, special projects, and other executive level requests
Maintain awareness of latest trends and regulations regarding executive compensation.Prepare materials and participate in meetings with the Compensation Committee of the Board throughout the year, as requested.
Research and recommend agenda items for the Compensation committee, including making recommendations to senior management and preparing meeting materials.
Manage executive compensation administration, including executive benchmarking, salary increases, short-term incentives, long-term incentives, key metric tracking, stockholder ownership guidelines, executive severance, and other executive policies.
Proactively recommend enhancements or changes to current compensation programs, policies and processes for both immediate and long-term objectives. Create models to test and refine incentive plans under various business scenarios.
In collaboration with Legal, prepare executive compensation materials and documentation necessary for required filings, the annual proxy statement and annual shareholder meeting.
Participate in benchmarking forums, maintain executive compensation policies and procedures and prepare compensation related communications.
Oversees payments and processing per executive employment and severance agreements.
Monitor policies and pay-for-performance methodologies of proxy advisory firms (e.g. ISS and Glass Lewis), conduct pay-for-performance simulations, and analyze voting policies of institutional investors
Partner with subject matter experts to ensure compliance with compensation-related regulations; Maintain optimal knowledge of regulatory, reporting and tax requirements relating to executive compensation
Lead analytical support for ad hoc research and other related executive compensation projects as identified by the Board of Directors, the Compensation Committee, the Operating Committee and/or executive management


Equity Compensation


Oversees the annual and quarterly long-term incentive planning process (global guidelines, budgets, communication materials, global legal/regulatory compliance).
Oversees new stock award delivery, tracking and vesting, including on-line award acceptance, in close collaboration with the stock plan service provider
Ensures compliance with regulatory and policy requirements and various filings.
Develops themes, prepares and manages Long-Term Incentive communications. Ensures that employee communications provide clear messaging and explanations that support strong perceived value of equity programs.
Manages interface of internal systems with Workday and externally with Charles Schwab.


Required Qualifications


Bachelors degree in Human Resources. Accounting, Finance, Management or related field
8 plus years experience within Executive Compensation and Stock Plan Administration
10 plus years experience within financial analysis and/or business operations related to compensation administration
5 or more years of people leadership experience
Advanced MS Excel skills (e.g. pivot tables, complex formulas) and PowerPoint proficiency
Proven ability to conceptualize, lead and implement global compensation initiatives for a large, matrixed organization


Preferred Qualifications


Masters degree preferred
CPP, CEP, PHR and/or SPHR preferred


Scheduled Weekly Hours

40

Company info

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