Director Executive Compensation

2 weeks ago


Eagan, Minnesota, United States Thomson Reuters Holdings Inc. Full time
About the Role

As a Director of Executive Compensation at Thomson Reuters, you will play a pivotal role in shaping the company's culture and driving business success. Reporting to the Head of Executive Compensation, you will serve as a strategic partner to the leadership team, developing and implementing executive compensation plans and programs that retain and engage top talent, foster a positive and inclusive work environment, and drive business outcomes.

Key Responsibilities
  • Oversight of compensation plans, programs, and pay levels globally for the executive population.
  • Serve as an internal business partner to line executives and human resources leaders as the subject matter expert on executive pay and pay programs.
  • Prepare detailed analyses and materials for the senior leadership team and quarterly board meetings.
  • Ensure that the approaches to short and long-term incentive plans are appropriate to Thomson Reuters' business environment and culture.
  • Recommend changes in the programs that ensure the company remains market competitive, while simultaneously balancing costs and meeting business objectives.
  • Develop and manage the Executive job leveling and pay methodology for the company.
  • Responsible for preparing the annual proxy circular and incentive plan documentation in partnership with the General Counsel team.
  • Develop and manage a comprehensive, high-quality communication plan to achieve executive awareness, understanding, and appreciation of the programs offered.
  • Stay current on market and Canadian regulatory developments and trends relative to Executive compensation.
About You

You're a fit for the role of Director of Executive Compensation if your background includes:

  • A minimum of 7 years of diverse and global Executive compensation experience in an industry or consulting environment.
  • Subject matter expertise and recent work experience creating and shaping executive compensation programs inside a highly competitive industry are required.
  • A history of successful interaction and influence with all levels of stakeholders including the chief financial officer, tax department, external compensation consultants, and other senior executives.
  • Strong business acumen; a solid understanding of the financial, legal, and tax implications of the various global compensation and benefits alternatives.
  • Demonstrated ability to deliver flexible, creative reward strategies that link directly company strategy and market best practice, as well as proven ability to manage the communication strategies that reinforce compensation.
  • Subject matter expert in equity and deferred compensation practices and regulations.
  • Strong knowledge of U.S., Canadian, and international regulatory environments around executive compensation.
  • Experience preparing Executive compensation material for compensation committee of boards, in a public company is required.


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