Senior Manager Executive Compensation

Perdue Farms is a fourth-generation, family-owned food and agricultural business deeply rooted in tradition yet with a forward-thinking mindset. We believe that success starts with our people, and our culture is built on a foundation of teamwork, integrity, and respect, where every voice matters and everyone is encouraged to contribute to our shared goals. We are dedicated to creating a supportive, inclusive environment where associates feel valued and inspired to make an impact, both within the company and in the communities we serve. From promoting growth and development to prioritizing work-life balance, we’re committed to helping our team members thrive. That's Perdue.SummaryThe Senior Manager Executive Compensation is a highly specialized individual contributor responsible for the design, governance, analysis, and communication of executive and senior leader compensation programs. This role partners closely with the Sr Dir, Compensation, VP Total Rewards, CHRO, Legal, Finance, and senior leadership to ensure executive pay programs are competitive, compliant, clearly articulated, and aligned with company strategy and ownership objectives.The role combines technical executive compensation expertise, HR and business partnership, and strong written and visual communication skills, with an ability to translate complex compensation concepts into clear, compelling stories for executives, the Board, plan participants, etc. Work Location: Hybrid (minimum of 25% in corporate office; preferred 75% in office) The salary range for this position is $131,000.00- $196,000.00 per year, based on experience and qualifications with annual bonus available (variable depending on performance).  In addition to the base salary, Perdue offers a competitive benefits package, including medical/Rx, 401(k) with employer match after 1 year, critical illness, accident insurance, dental, vison, life insurance, optional group life insurance, short-term and long-term disability protection, flexible spending accounts and paid time off.  Principal and Essential Duties & ResponsibilitiesSubject-Matter Expert for Executive Compensation Leads the development of Executive Compensations business processes and deliverables (job evaluations, executive benchmarking, offers and offer approvals, etc)Stays current on compensation trends, governance practices, communication approaches Incentive Plan Design & Administration:Collaborates with stakeholders, including HR, finance, operations, and senior leadership, to design and implement performance-based incentive programs that drive business performance, enhance employee engagement, and align with the Company’s strategic objectives.Monitors and assesses the effectiveness of these incentive programs to ensure return on investment.Administers eligibility, record keeping and accrual, update communications, payouts and distributions for the:Short-Term (Management) Incentive Plan,Long-Term Incentive Plan,Executive Deferred Compensation Plan;Board Incentive &409A Non-Qualified Deferred Compensation Plan Governance, Board & Leadership Support:Serve as a trusted advisor on executive compensation best practices in a privately held environment, developing materials for senior leadership and Compensation & Development Committee review, including, but not limited to:Executive compensation summariesProgram design rationalesPay-for-performance analysesScenario modeling and cost impactsSupport governance processes by documenting program decisions, approvals, and design principles. Subject-Matter Expert for Compensation Communications & StorytellingLeads the development of executive and broad-based compensation materials that are clear, concise and aligned with leadership messaging. Ensures consistency of messaging across compensation programs, leadership levels, and audiencesTranslates complex compensation mechanics into narratives, brochures, visuals, QSGs, FAQs, offer letters and compensation summaries, annual compensation statements for executives, incentive plan documents and summaries, change communications related to program updates or redesigns, etc. Compensation Business PartnerServes as the Compensation Business Partner for Corporate functions (Legal, Communications, Environmental, Procurement, IT, Finance, Strategy, Quality, Sales, Marketing) providing consultation, training, and other deliverables (including but not limited to: job evaluations, salary recommendations, re-organization work) Analytics & Continuous ImprovementCollaborate with the Compensation Manager, Technology & Analytics to develop, build, implement and maintain executive compensation models, dashboards, and other reporting and analysis tools that help move HR, Compensation and the business forward. Regulatory ComplianceEnsures compliance with DOL, IRS, and all other applicable regulatory guidelines and entities. Remains aware of internal company practices, competitive and legislative environment and market trends and developments within all employee compensation areasRequired Minimum Education, Experience and SkillsBachelor's degree Human Resources, Business Administration, Finance, or related disciplineMinimum 5 years’ compensation management experienceMinimum 2 years’ executive compensation experienceStrong understanding of Equity (Stock, Stock Options/SARs, RSU, PSU, etc.) and non-equity LTIExcellent communication and interpersonal skills (high proficiency)Strong analytical and quantitative skills (high proficiency)Advanced MS Office skills, particularly Excel and PowerPoint (high proficiency)Advanced project management skillsKnowledge of compensation principles and procedures (high proficiency)Strong technical skill level with curiosity and desire to continue learning—in particular, how to effectively and securely leverage AI in the compensation spaceKnowledge of HR employment laws and regulationsKnowledge and understanding of HCM systemsAbility to work in a fast-paced, forward-looking work environmentAbility to navigate ambiguity and changeAttention to detail & ability to see and understand the broader pictureStrong business acumenSelf-directed--ability to see what needs to be done, develop and propose a plan and drive toward solutions with minimal supervisionPreferred Education, Experience and SkillsMaster’s in Human Resources or Business Administration (MBA)Compensation certification (CCP, SCP, CECP)Knowledge and understanding of SAP SuccessFactors (Compensation, Variable Pay, EC)Knowledge and understanding of Power BI, Power automateEnvironmental Factors and Physical RequirementsPosition is mostly sedentary but may require occasional moving to other offices or buildings.May need to move light equipment or supplies from one place to another.May need to access files, supplies and equipment. Work activity is in an office, open-partitioned, cubicle environment  Perdue Farms Inc. is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.