The Opportunity:

Avantor is looking for a Manager, Executive Compensation & Equity to join our organization. In this role, you will provide analytical and consultative support on executive and equity compensation matters, including pay analyses, policy interpretation, job evaluations, and competitive benchmarking.

This role partners closely with senior HR leaders, Finance, Legal, and executive management to analyze compensation data, prepare recommendations, and support the implementation of compensation solutions aligned with organizational priorities, governance standards, and shareholder expectations.

What we're looking for

Education: College degree or equivalent experience required

Experience:

• Extensive experience in compensation, with a strong focus on executive compensation and equity programs.

• Demonstrated experience advising senior leaders and managing complex, high‑impact compensation initiatives.

• Advanced knowledge of executive compensation and equity program design, governance, and market practices.

• Strong analytical, problem‑solving, and judgment capabilities when addressing complex and ambiguous compensation issues.

• Proven ability to communicate clearly and influence senior management and cross‑functional partners.

• Experience managing large projects and coordinating across multiple stakeholders.

• Ability to adapt communication style to different audiences, including executives and board‑level forums.

• High level of discretion and professionalism when handling sensitive information.

• Strong proficiency with compensation analytics and related tools.

How you will thrive and create an impact

• Supports the administration of executive and equity compensation programs, including annual incentive and long term incentive cycles, equity grants, and related processes.

• Assists with the preparation of Compensation and Human Resources Committee materials, including analyses, exhibits, and supporting documentation.

• Manages the execution of annual and off cycle equity grant processes, including coordination of data inputs, preparation of grant files, validation of awards, and partnership with Legal, Finance, and equity administration vendors.

• Administers the Employee Stock Purchase Plan (ESPP), including ongoing plan operations, enrollment support, and coordination with vendors.

• Provides analytical and consultative support to HR leadership on executive pay decisions, policy interpretation, competitive positioning, and internal alignment.

• Conducts market benchmarking and competitive analyses to assess executive compensation practices and inform recommendations.

• Supports the drafting of the Compensation Discussion and Analysis (CD&A) section of the Company’s proxy statement, including data gathering, analysis, and coordination with internal partners and external advisors.

• Provides Form 4 and related equity transaction information to Legal to support insider reporting and compliance requirements.

• Assists with the implementation and ongoing maintenance of executive compensation and equity programs, including coordination of timelines, data inputs, and approvals.

• Partners with Finance, Legal, and HR Business Partners to support compliance with regulatory, accounting, and internal policy requirements.

• Applies established compensation policies, guidelines, and governance frameworks, escalating issues or exceptions as appropriate.

• Supports large compensation projects and process improvements by coordinating inputs, performing analyses, and tracking deliverables.

• Maintains relationships with external consultants and vendors, including supporting data requests and review of deliverables.

• May provide day-to-day guidance or technical support to other compensation team members on executive and equity related matters.

• Performs other duties as assigned.

Disclaimer:

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. Avantor is proud to be an equal opportunity employer.

Why Avantor?

Dare to go further in your career. Join our global team of 14,000+ associates whose passion for discovery and determination to overcome challenges relentlessly advances life-changing science.

The work we do changes people's lives for the better. It brings new patient treatments and therapies to market, giving a cancer survivor the chance to walk his daughter down the aisle. It enables medical devices that help a little boy hear his mom's voice for the first time. Outcomes such as these create unlimited opportunities for you to contribute your talents, learn new skills and grow your career at Avantor.

We are committed to helping you on this journey through our diverse, equitable and inclusive culture which includes learning experiences to support your career growth and success. At Avantor, dare to go further and see how the impact of your contributions set science in motion to create a better world. Apply today!

Pay Transparency:

The expected pre-tax pay for this position is

Actual pay may differ depending on relevant factors such as prior experience and geographic location.

EEO Statement:

We are an Equal Employment/Affirmative Action employer and VEVRAA Federal Contractor. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by federal, state/province, or local law.

If you need a reasonable accommodation for any part of the employment process, please contact us by email at recruiting@avantorsciences.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.

For more information about equal employment opportunity protections, please view the Know Your Rights poster.

Privacy Policy:

We will use the personal information that you have submitted to us in order to consider your application for the relevant role.
 

Your privacy is important to us. Please click here for our Privacy Policy which explains the purposes for which we will use your personal information and the ways in which we will handle and retain your information. It also explains the rights you have in relation to your information, and how to contact us with any queries or requests.

3rd Party Non-Solicitation Policy:

By submitting candidates without having been formally assigned on and contracted for a specific job requisition by Avantor, or by failing to comply with the Avantor recruitment process, you forfeit any fee on the submitted candidates, regardless of your usual terms and conditions. Avantor works with a preferred supplier list and will take the initiative to engage with recruitment agencies based on its needs and will not be accepting any form of solicitation.

Changing lives. Building Careers.

Joining us is a chance to do important work that creates change and shapes the future of healthcare. Thinking differently is what we do best. To us, change equals opportunity. Every day, our colleagues are challenging what's possible and making headway to innovate new treatment pathways to advance patient outcomes and set new standards of care.

This role reports to the Senior Total Rewards Manager and works in close collaboration with the Total Rewards team, as well as HR and business leaders to ensure effective execution of compensation strategies across the organization.

As a Senior Total Rewards Specialist, you will support the development, administration, and optimization of compensation programs within the organization. You will provide valuable data-driven insights, market benchmarking, and governance to ensure that compensation structures remain competitive and aligned with business objectives. In this role, you will work closely with the Senior Total Rewards Manager and collaborate with various teams, contributing to the consistency, fairness, and equity of the organization's total rewards strategies.

Compensation Data Analysis & Market Benchmarking:

• Collect and analyze compensation data for salary surveys (e.g., Mercer, WTW).

• Interpret survey results and provide insights to support pay structure decisions, ensuring alignment with market trends and business strategy.

• Ensure internal pay positioning remains competitive and consistent with the external market..

Pay Structure & Compensation Planning:

• Support the refresh and maintenance of pay structures based on market data to maintain competitive pay rates.

• Assist in setting up and maintaining compensation tools for effective compensation planning and tracking.

• Contribute to the administration of annual compensation planning, including merit increases and incentive programs.

• Prepare reports and insights for Total Rewards and HR leadership to assist in decision-making.

Job Architecture & Governance

• Maintain accuracy and consistency in job architecture, including job levels, titles, and salary bands.

• Collaborate with HR and business leaders to ensure that job evaluations align with company strategy and are compliant with internal governance frameworks.

• Ensure compensation policies and practices are applied consistently across the organization.

• Offer Approvals & Compensation Guidance:

• Review and approve compensation offers for lower-level roles, ensuring alignment with internal equity and pay structures.

• Provide analytical support to HR Business Partners and Talent Acquisition regarding pay-related queries, helping maintain consistency across compensation decisions.

HR Analytics & Reporting, Process and System Support:

• Develop total compensation models, reports, and dashboards to assist in compensation decision-making.

• Conduct internal pay audits to ensure compliance with compensation practices and internal equity.

• Ensure data accuracy in HRIS and compensation systems, supporting precise reporting and analysis.

• Collaborate on job evaluations, audits, and compensation-related projects to optimize internal processes.

• Contribute to the streamlining of compensation processes in partnership with HR and HRIS teams.

• Support change management efforts and assist with project-related tasks, ensuring alignment with overall compensation strategies.

• Provide backup support for team members, including working on LTI and other compensation programs as needed.

• Bachelor's degree in human resources, Business, Finance, or a related field.

• Certified Compensation Professional (CCP) preferred or in progress..

• Global Expertise and Compliance - Ensures programs align with diverse country regulations and business needs.

• Data-Driven Decision Making - Uses analytics and benchmarking to shape effective Total Rewards strategies.

• Cross-Functional Collaboration - Works closely with Finance, HR, Legal, and senior management to implement solutions.

• 3-5 years of experience in compensation analysis, HR analytics, or a related field.

• Strong analytical skills, with proficiency in Excel and compensation tools.

• Experience with HRIS and compensation platforms (e.g., Workday, SAP).

• Knowledge of salary surveys, job evaluation, and market pricing methodologies.

• Exceptional attention to detail and problem-solving ability.

• Strong organizational and communication skills to present data-driven insights effectively.

• Ability to manage multiple tasks and deadlines in a fast-paced environment.

• Proven ability to collaborate across HR functions (e.g., HRBPs, HRIS, Talent Acquisition) and departments (e.g., Finance) to resolve issues and develop recommendations.

• Familiarity with U.S. compensation laws (e.g., FLSA, Equal Pay Act) and general awareness of international compensation practices.

• Ability to perform essential job functions with or without reasonable accommodation (per ADA guidelines).

• Candidates will be required to complete an Excel/analytics assessment as part of the hiring process.

• Additional details :This role is hybrid between Princeton, NJ and remote. Office days are Tuesday, Wednesday and Thursday.

Salary Pay Range:

$81,650.00 - $112,700.00 USD Salary

Our salary ranges are determined by role, level, and location. Individual pay is determined by several factors including job-related skills, experience, and relevant education or training . In addition to base pay, employees may be eligible for bonus, commission, equity or other variable compensation . Your recruiter can share more about the specific salary range for your preferred location during the hiring process.

Additional Description for Pay Transparency:

Subject to the terms of their respective plans, employees and/or eligible dependents are eligible to participate in the following Company sponsored employee benefit programs: medical, dental, vision, life insurance, short- and long-term disability, business accident insurance, and group legal insurance, and savings plan (401(k)).

Subject to the terms of their respective policies and date of hire, Employees are eligible for the following https://jobs.integralife.com/total-rewards/

Integra LifeSciences is an equal opportunity employer, and is committed to providing equal employment opportunities to all qualified applicants and employees regardless of race, marital status, color, religion, sex, age, national origin, sexual orientation, physical or mental disability, or protected veteran status.

This site is governed solely by applicable U.S. laws and governmental regulations. If you'd like more information on your rights under the law, please see the following notices:

EEO Is the Law (https://www.eeoc.gov) | EOE including Disability/Protected Veterans (https://www.eeoc.gov/eeoc/publications/ada_veterans_employers.cfm)

Integra LifeSciences is committed to provide qualified applicants and employees who are disabled veterans or individuals with disabilities with needed reasonable accommodations in accordance with the ADA (https://www.eeoc.gov/eeoc/publications/fs-ada.cfm) . If you have difficulty using our online system due to a disability and need an accommodation, please email us at careers@integralife.com.

Unsolicited Agency Submission

Integra LifeSciences does not accept unsolicited assistance from search firms for employment opportunities. All CVs/resumes submitted by search firms to any employee at our company without a valid written search agreement in place for this position will be deemed the sole property of our company. No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. A formal written agreement is required before engaging any agency, and it must be executed and authorized by the Vice President, Talent Acquisition. Where agency agreements are in place, introductions (the initial sharing of a candidate's name, resume, or background) are position-specific and may only occur within the scope of that approved agreement. Please, no phone calls or emails.

Integra - Employer Branding from Integra LifeSciences on Vimeo (https://player.vimeo.com/video/265760526)

It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today — ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500. Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone.

About the Role

We are seeking a Director - Sales Compensation Business Partner to design and optimize incentive programs that drive performance and support the strategic objectives of our sales organization. A key focus of this role is supporting M&A activities, including compensation due diligence, plan harmonization, and integration of acquired sales teams. In this role, you will partner closely with Sales Leadership, Revenue Operations, Finance, and HR to ensure our sales compensation plans are competitive, aligned to business goals, and effectively motivate desired sales behaviors.

This is a highly visible, strategic role ideal for someone who combines strong analytical capability with practical sales understanding and the ability to influence stakeholders across the business.

Key Responsibilities

• Design, evaluate, and refine sales compensation plans (commission, quota-based incentives, accelerators, SPIFs) that align with business strategy and sales motions.

• Analyze sales performance and compensation data to assess plan effectiveness, identify trends, and recommend improvements.

• Partner with Sales Leadership and Finance to set quotas, territory structures, and incentive plan parameters that support organizational revenue targets.

• Lead annual and mid-year compensation planning cycles , including modeling, communications, and rollout.

• Develop clear and compelling documentation and training to ensure Sales teams understand how their plans work and how to maximize earnings.

• Ensure compliance and governance across compensation programs, including policy adherence and audit readiness.

• Stay current on industry benchmarks and market trends to ensure competitiveness and relevance of compensation structures.

• Support M&A activities from a sales compensation perspective , including due diligence on acquired sales compensation plans, retention incentives for key sales talent, and integration of acquired sales teams into existing compensation frameworks.

• Conduct compensation benchmarking and gap analysis for acquired entities, developing transition plans that balance retention risk with cost considerations and internal equity.

Required:

• 5+ years of experience in Sales Compensation, Sales Operations, Total Rewards, or Consulting focused on sales incentive design.

• Strong proficiency in Excel (pivot tables, lookups, statistical analysis, modeling).

• Experience working with sales performance and CRM systems (e.g., Salesforce , HubSpot).

• Proven ability to translate data insights into recommendations that influence leadership decisions.

• Strong communication and stakeholder management skills, including the ability to simplify complex compensation concepts.

• Bachelor’s degree in business, Finance, HR, Economics, or related field (or equivalent work experience).

Preferred:

• Experience with Sales Compensation management software (e.g., Xactly, CaptivateIQ, Performio, Varicent).

• Prior experience supporting quota-setting , territory planning, or revenue operations workflows.

• Familiarity with subscription / SaaS business models and sales motions.

• Consulting experience or experience supporting a high-growth or transformational environment.

• Experience supporting M&A integration activities , including compensation due diligence, plan harmonization, and retention strategy development for acquired sales populations.

• Familiarity with change management principles and ability to manage sensitive communications during organizational transitions.

Key Competencies

• Analytical Rigor: Able to build models, interpret trends, and use data to solve business problems.

• Influence & Partnership: Confident in working with senior leaders and cross-functional stakeholders.

• Communication: Clear, concise, and compelling explanations.

• Business Acumen: Understands how sales organizations work and how compensation affects behavior.

• Continuous Improvement Mindset: Comfortable iterating and optimizing processes and programs.

JV20

For positions in this location, we offer a base pay of $173,200 - $303,100 , plus equity (when applicable), variable/incentive compensation and benefits. Sales positions generally offer a competitive On Target Earnings (OTE) incentive compensation structure. Please note that the base pay shown is a guideline, and individual total compensation will vary based on factors such as qualifications, skill level, competencies, and work location. We also offer health plans, including flexible spending accounts, a 401(k) Plan with company match, ESPP, matching donations, a flexible time away plan and family leave programs. Compensation is based on the geographic location in which the role is located and is subject to change based on work location.

Work Personas

We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here (https://careers.servicenow.com/life-at-servicenow#workpersonas) . To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service.

Equal Opportunity Employer

ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements.

Accommodations

We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact globaltalentss@servicenow.com for assistance.

Export Control Regulations

For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities.

From Fortune. 2025 Fortune Media IP Limited. All rights reserved. Used under license.

About Carrier

Carrier Global Corporation, global leader in intelligent climate and energy solutions, is committed to creating innovations that bring comfort, safety and sustainability to life. Through cutting-edge advancements in climate solutions such as temperature control, air quality and transportation, we improve lives, empower critical industries and ensure safe transport of food, lifesaving medicines and more. Since inventing modern air conditioning in 1902, we lead with purpose: enhancing the lives we live and the world we share. We continue to lead because of our world-class, inclusive workforce that puts the customer at the center of everything we do. For more information, visit corporate.carrier.com or follow on Carrier social media at @Carrier.

About This Role       

Carrier is seeking an experienced Associate Director, Executive Compensation to join its Global Total Rewards team. This role is designed for a seasoned executive compensation professional with global equity and stock plan administration experience who can operate effectively in a fast‑paced and dynamic environment.

Reporting to the Director of Executive Compensation, the Associate Director will play a key role in supporting the administration of executive compensation programs, including executive offers, global long‑term incentive and equity plans, and U.S. deferred compensation programs. The role partners closely with stakeholders across HR, Finance, Legal, Payroll, and external vendors to ensure programs are administered accurately, consistently, and in compliance with applicable requirements. The position also contributes to continuous improvement efforts, including process optimization and development of standard work documentation

Key Responsibilities

• Support executive job evaluation and position leveling activities in alignment with Carrier’s governance framework and in partnership with the Director of Executive Compensation.

• Partner on the executive offer process for new hires and promotions to the executive level, including coordination and analysis of cash and equity buyout considerations.

• Support the administration of Carrier’s global equity and long‑term incentive programs.

• Lead the day‑to‑day management of the equity management system, including grant processing, vesting events and settlements, tax and payroll coordination, exercises, terminations, and data integrations with HR, Payroll, and external equity vendors.

• Perform reconciliations, audits, and validation checks related to equity transactions to support data accuracy, internal controls, and reporting requirements.

• Provide operational support for monthly accounting close and global payroll processes across approximately 23 countries, responding to inquiries and resolving issues in partnership with internal stakeholders.

• Support SOX controls, internal audits, and global compliance activities related to executive compensation and equity programs.

• Partner with Legal and the Corporate Secretary’s office to support insider trading compliance and Section 16 reporting activities, including tracking and documentation.

• Partner with the Director of Executive Compensation to support preparation of Compensation Committee and Board materials, including analyses, exhibits, and supporting schedules for executive compensation programs and equity awards.

• Support monthly and annual enrollment processes for U.S. deferred compensation programs covering base salary and incentive compensation.

• Assist with annual deferred compensation distributions in coordination with Benefits, Payroll, external vendors, and the Corporate Secretary’s office.

• Participate in annual compensation planning and equity expense forecasting processes in collaboration with Total Rewards colleagues, FP&A, and accounting partners.

• Serve as a key point of contact for equity‑related questions from HR Business Partners, executives, employees, and former employees, escalating issues as appropriate.

• Drive continuous process improvement by identifying opportunities to streamline executive compensation and equity administration workflows.

• Develop, maintain, and enhance standard work documentation, including procedures, controls, and reference materials, to support consistency, scalability, and knowledge transfer.

• Contribute to the development and maintenance of executive compensation communications, tools, and training materials.

Required Qualifications

• Bachelor’s degree

• 7+ years of experience in executive compensation in a public company environment

Preferred Qualifications

• Demonstrated depth in global equity and stock plan administration

• Working knowledge of executive compensation programs, governance practices, and regulatory considerations, including SEC reporting and tax requirements.

• Strong analytical and technical skills, including advanced proficiency in Microsoft Excel (e.g., pivot tables, lookups, data analysis) and PowerPoint

• Certified Equity Professional (CEP) designation preferred but not required.

• Experience partnering with external vendors and cross‑functional stakeholders across multiple geographies.

• Strong communication and interpersonal skills, with the ability to build effective working relationships across functions and levels.

• Adaptable, proactive, and comfortable supporting evolving priorities in a global organization.

• Strong attention to detail and ability to manage highly sensitive and confidential information with discretion and sound judgment.

• Ability to work effectively in a fast‑paced environment with competing priorities and defined deadlines.

Pay Range

Other Compensation

Benefits

Employees are eligible for benefits, including:

• Health Care Benefits: Medical, Dental, Vision; Wellness incentives

• Retirement Benefits

• Time off and Leave: Paid vacation days, up to 15 days; paid sick days, up to 5 days; paid personal leave, up to 5 days; paid holidays, up to 13 days; birth and adoption leave; parental leave; family and medical leave; bereavement leave; jury duty leave; military leave; purchased vacation

• Disability: Short-term and long-term disability

• Life Insurance and Accidental Death and Dismemberment

• Tax-Advantaged Accounts: Health Savings Account; Health Care Spending Account; Dependent Care Spending Account

• Tuition Assistance

To learn more about our benefits offering, please click here Work with us | Carrier Corporate. The specific benefits available to any employee may vary depending on state and local laws and eligibility factors, such as date of hire and the applicability of collective bargaining agreements.

Carrier EEO Statement and Accommodations Process

Carrier is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status or any other applicable state or federal protected class. Carrier provides affirmative action in employment for qualified individuals with a Disability and Protected Veterans in compliance with section 503 of Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act.

If you require a reasonable accommodation to complete the application process, participate in an interview, or otherwise engage in the hiring process, please contact us at Carrier.Recruiting@carrier.com. We will make every effort to meet your needs in accordance with applicable laws.

Application Deadline

Job Applicant's Privacy Notice

Please click on the link to review the Job Applicant Privacy Notice.

Compensation Analyst

Join America’s favorite family bakery since 1934—home of Little Debbie, Drake’s Cakes, and Sunbelt Bakery Granola Bars. Work with legacy brands that bring smiles to faces nationwide, including yours. You’ll experience a culture committed to work-life balance, guaranteed time off, and supportive health and wellness offerings. Enjoy profit sharing, long-term job security, and a range of exciting career paths. When you join McKee Foods, you’ll discover a better way to live and work.

Pay

Salaried grade 6, 8, 9 or 11
$68,800 - $114,400, depending on experience and qualifications.

Actual salaries may vary and in some cases may be higher with extensive experience and strong performance.

Exempt

.

Schedule

1st Shift (Monday – Friday, 8:00 a.m. – 5:00 p.m.)

Hybrid- with three days on-site per week

Location

10260 McKee Road, Collegedale TN 37315

Job Summary

McKee Foods is seeking a Compensation Analyst to join our Corporate Compensation and Benefits team. This position is responsible for analyzing, designing, and administering the company's compensation programs. This role evaluates job roles, conducts market benchmarking, and ensures that compensation structures remain competitive, equitable, aligned with organizational goals, and compliant with all regulatory requirements.

• Conduct market research and benchmark jobs against survey data to determine competitive compensation levels and market trends
• Evaluate and classify new and existing positions, ensuring accurate job descriptions, pay grades, and FLSA status determinations
• Assist in the administration of annual merit review cycles, bonus programs, and other incentive payout processes
• Provide analytical support for the development, implementation, and adjustment of base salary structures

Required Qualifications

• Bachelor degree in Human Resources, Business Administration, Finance, Data Analytics, or a related field
• Minimum one year related experience
• Strong analytical, mathematical, and problem-solving skills with high attention to detail
• Proficiency in data analysis using tools such as Google Sheets and Microsoft Excel (e.g., VLOOKUPs, pivot tables, advanced formulas).
• Solid understanding of compensation principles, job evaluation methodologies, and relevant labor laws (e.g., FLSA, Equal Pay Act).
• Strong communication skills to effectively explain complex compensation metrics to management and HR partners

Preferred Qualifications

• Experience working with enterprise HRIS platforms (e.g., Workday, SAP, Oracle)
• Previous experience participating in and analyzing comprehensive third-party salary surveys
• 4 years of relevant professional experience in compensation analysis, human resources analytics, or financial data analysis.
• Certified Compensation Professional (CCP) designation (active or in progress)

Benefits

• Competitive weekly pay
• Profit-sharing cash bonus program
• 401(k) with matching contributions
• 25 days Paid Time Off (for vacation, holidays, sick time, personal time, etc.)
• Medical insurance, including health, dental, vision and prescription drug plan
• Supplemental plans, including life insurance
• Fully-paid parental leave
• Health Center and Pharmacy
• Mental wellness counseling (on-site in TN, virtual elsewhere)
• Tuition reimbursement
• Credit Union
• Exercise and recreation facility
• Wellness programs with incentives
• Employee Assistance Program (EAP)
• Short-term and long-term disability benefits (company-paid)

We are an Equal Opportunity Employer

It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today — ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500. Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone.

About the Role

We are seeking a Director - Sales Compensation Business Partner to design and optimize incentive programs that drive performance and support the strategic objectives of our sales organization. A key focus of this role is supporting M&A activities, including compensation due diligence, plan harmonization, and integration of acquired sales teams. In this role, you will partner closely with Sales Leadership, Revenue Operations, Finance, and HR to ensure our sales compensation plans are competitive, aligned to business goals, and effectively motivate desired sales behaviors.

This is a highly visible, strategic role ideal for someone who combines strong analytical capability with practical sales understanding and the ability to influence stakeholders across the business.

Key Responsibilities

• Design, evaluate, and refine sales compensation plans (commission, quota-based incentives, accelerators, SPIFs) that align with business strategy and sales motions.

• Analyze sales performance and compensation data to assess plan effectiveness, identify trends, and recommend improvements.

• Partner with Sales Leadership and Finance to set quotas, territory structures, and incentive plan parameters that support organizational revenue targets.

• Lead annual and mid-year compensation planning cycles , including modeling, communications, and rollout.

• Develop clear and compelling documentation and training to ensure Sales teams understand how their plans work and how to maximize earnings.

• Ensure compliance and governance across compensation programs, including policy adherence and audit readiness.

• Stay current on industry benchmarks and market trends to ensure competitiveness and relevance of compensation structures.

• Support M&A activities from a sales compensation perspective , including due diligence on acquired sales compensation plans, retention incentives for key sales talent, and integration of acquired sales teams into existing compensation frameworks.

• Conduct compensation benchmarking and gap analysis for acquired entities, developing transition plans that balance retention risk with cost considerations and internal equity.

Required:

• 5+ years of experience in Sales Compensation, Sales Operations, Total Rewards, or Consulting focused on sales incentive design.

• Strong proficiency in Excel (pivot tables, lookups, statistical analysis, modeling).

• Experience working with sales performance and CRM systems (e.g., Salesforce , HubSpot).

• Proven ability to translate data insights into recommendations that influence leadership decisions.

• Strong communication and stakeholder management skills, including the ability to simplify complex compensation concepts.

• Bachelor’s degree in business, Finance, HR, Economics, or related field (or equivalent work experience).

Preferred:

• Experience with Sales Compensation management software (e.g., Xactly, CaptivateIQ, Performio, Varicent).

• Prior experience supporting quota-setting , territory planning, or revenue operations workflows.

• Familiarity with subscription / SaaS business models and sales motions.

• Consulting experience or experience supporting a high-growth or transformational environment.

• Experience supporting M&A integration activities , including compensation due diligence, plan harmonization, and retention strategy development for acquired sales populations.

• Familiarity with change management principles and ability to manage sensitive communications during organizational transitions.

Key Competencies

• Analytical Rigor: Able to build models, interpret trends, and use data to solve business problems.

• Influence & Partnership: Confident in working with senior leaders and cross-functional stakeholders.

• Communication: Clear, concise, and compelling explanations.

• Business Acumen: Understands how sales organizations work and how compensation affects behavior.

• Continuous Improvement Mindset: Comfortable iterating and optimizing processes and programs.

JV20

For positions in this location, we offer a base pay of $173,200 - $303,100 , plus equity (when applicable), variable/incentive compensation and benefits. Sales positions generally offer a competitive On Target Earnings (OTE) incentive compensation structure. Please note that the base pay shown is a guideline, and individual total compensation will vary based on factors such as qualifications, skill level, competencies, and work location. We also offer health plans, including flexible spending accounts, a 401(k) Plan with company match, ESPP, matching donations, a flexible time away plan and family leave programs. Compensation is based on the geographic location in which the role is located and is subject to change based on work location.

Work Personas

We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here (https://careers.servicenow.com/life-at-servicenow#workpersonas) . To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service.

Equal Opportunity Employer

ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements.

Accommodations

We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact globaltalentss@servicenow.com for assistance.

Export Control Regulations

For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities.

From Fortune. 2025 Fortune Media IP Limited. All rights reserved. Used under license.

It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today — ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500. Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone.

About the Role

We are seeking a Director - Sales Compensation Business Partner to design and optimize incentive programs that drive performance and support the strategic objectives of our sales organization. A key focus of this role is supporting M&A activities, including compensation due diligence, plan harmonization, and integration of acquired sales teams. In this role, you will partner closely with Sales Leadership, Revenue Operations, Finance, and HR to ensure our sales compensation plans are competitive, aligned to business goals, and effectively motivate desired sales behaviors.

This is a highly visible, strategic role ideal for someone who combines strong analytical capability with practical sales understanding and the ability to influence stakeholders across the business.

Key Responsibilities

• Design, evaluate, and refine sales compensation plans (commission, quota-based incentives, accelerators, SPIFs) that align with business strategy and sales motions.

• Analyze sales performance and compensation data to assess plan effectiveness, identify trends, and recommend improvements.

• Partner with Sales Leadership and Finance to set quotas, territory structures, and incentive plan parameters that support organizational revenue targets.

• Lead annual and mid-year compensation planning cycles , including modeling, communications, and rollout.

• Develop clear and compelling documentation and training to ensure Sales teams understand how their plans work and how to maximize earnings.

• Ensure compliance and governance across compensation programs, including policy adherence and audit readiness.

• Stay current on industry benchmarks and market trends to ensure competitiveness and relevance of compensation structures.

• Support M&A activities from a sales compensation perspective , including due diligence on acquired sales compensation plans, retention incentives for key sales talent, and integration of acquired sales teams into existing compensation frameworks.

• Conduct compensation benchmarking and gap analysis for acquired entities, developing transition plans that balance retention risk with cost considerations and internal equity.

Required:

• 5+ years of experience in Sales Compensation, Sales Operations, Total Rewards, or Consulting focused on sales incentive design.

• Strong proficiency in Excel (pivot tables, lookups, statistical analysis, modeling).

• Experience working with sales performance and CRM systems (e.g., Salesforce , HubSpot).

• Proven ability to translate data insights into recommendations that influence leadership decisions.

• Strong communication and stakeholder management skills, including the ability to simplify complex compensation concepts.

• Bachelor’s degree in business, Finance, HR, Economics, or related field (or equivalent work experience).

Preferred:

• Experience with Sales Compensation management software (e.g., Xactly, CaptivateIQ, Performio, Varicent).

• Prior experience supporting quota-setting , territory planning, or revenue operations workflows.

• Familiarity with subscription / SaaS business models and sales motions.

• Consulting experience or experience supporting a high-growth or transformational environment.

• Experience supporting M&A integration activities , including compensation due diligence, plan harmonization, and retention strategy development for acquired sales populations.

• Familiarity with change management principles and ability to manage sensitive communications during organizational transitions.

Key Competencies

• Analytical Rigor: Able to build models, interpret trends, and use data to solve business problems.

• Influence & Partnership: Confident in working with senior leaders and cross-functional stakeholders.

• Communication: Clear, concise, and compelling explanations.

• Business Acumen: Understands how sales organizations work and how compensation affects behavior.

• Continuous Improvement Mindset: Comfortable iterating and optimizing processes and programs.

JV20

For positions in this location, we offer a base pay of $173,200 - $303,100 , plus equity (when applicable), variable/incentive compensation and benefits. Sales positions generally offer a competitive On Target Earnings (OTE) incentive compensation structure. Please note that the base pay shown is a guideline, and individual total compensation will vary based on factors such as qualifications, skill level, competencies, and work location. We also offer health plans, including flexible spending accounts, a 401(k) Plan with company match, ESPP, matching donations, a flexible time away plan and family leave programs. Compensation is based on the geographic location in which the role is located and is subject to change based on work location.

Work Personas

We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here (https://careers.servicenow.com/life-at-servicenow#workpersonas) . To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service.

Equal Opportunity Employer

ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements.

Accommodations

We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact globaltalentss@servicenow.com for assistance.

Export Control Regulations

For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities.

From Fortune. 2025 Fortune Media IP Limited. All rights reserved. Used under license.

Job Title: Compensation AnalystJob Description

The Compensation Analyst will design, analyze, and administer comprehensive compensation programs that support a rapidly growing, mission-critical workforce. This role partners closely with HR, Finance, and business leaders to ensure compensation practices are competitive, compliant, and scalable across technical, engineering, operations, and corporate functions.

Responsibilities

• Analyze and administer compensation programs, including base salary structures, short- and long-term incentive plans, equity programs, and retention awards.

• Conduct market pricing and benchmarking using Radford, Mercer, or similar compensation survey data to maintain competitive pay practices.

• Support job architecture and leveling initiatives, including internal equity analyses, in a fast-scaling organization.

• Partner with HR and Finance on annual compensation planning cycles, including merit increases, promotions, and incentive planning.

• Develop compensation models tailored to engineering, manufacturing, nuclear, and government-regulated roles.

• Provide analytical support for compensation decisions related to new hires, off-cycle adjustments, and offer approvals.

• Ensure compensation practices align with federal, state (including California), and local regulations and pay transparency requirements.

• Prepare leadership-level materials, dashboards, and insights that inform executive decision-making on compensation strategy.

• Continuously improve compensation processes, tools, documentation, and governance as the company scales.

• Collaborate with HR and Talent Acquisition teams to advise on compensation for technical and industrial populations, including engineering, manufacturing, energy, aerospace, and defense roles.

Essential Skills

• 3–6+ years of experience in compensation analysis or total rewards, with hands-on experience in job evaluation, market pricing, and compensation analytics.

• Strong human resources and compensation analysis background, including experience as a Compensation Analyst or in a related HR/TA role.

• Advanced Excel skills, including modeling, pivot tables, and complex formulas for compensation analysis and reporting.

• Working knowledge and practical experience with HRIS systems and compensation-related tools.

• Experience supporting technical or industrial employee populations such as engineering, manufacturing, energy, aerospace, or defense.

• Strong understanding of California labor laws and pay transparency requirements.

• High attention to detail with the ability to analyze complex data sets and communicate findings clearly and concisely to stakeholders.

• Strong analytical mindset with the ability to build and interpret compensation models and scenarios.

• Ability to partner effectively with HR, Finance, and business leaders in a fast-paced, scaling environment.

Additional Skills & Qualifications

• Bachelor’s degree in Human Resources, Finance, Economics, Business, or a related field.

• Experience using compensation survey data from providers such as Radford, Mercer, or similar sources.

• Experience preparing executive-ready materials, dashboards, and presentations to support compensation decision-making.

• background supporting compensation for government-regulated roles, including nuclear or other highly regulated environments.

• Strong communication skills, with the ability to explain complex compensation concepts to non-technical audiences.

• Demonstrated ability to improve and document compensation processes, tools, and methodologies over time.

Work Environment

This role primarily operates onsite in Redondo Beach in a dynamic, fast-growing environment that supports technical, engineering, manufacturing, and regulated functions. The position involves close collaboration with HR, Finance, and business leaders, using Excel, HRIS systems, and compensation survey tools as core technologies. There is potential flexibility for remote work for highly qualified candidates, depending on business needs and alignment with team collaboration requirements.

Job Type & Location

This is a Contract position based out of Redondo Beach, CA.

Pay and Benefits

The pay range for this position is $40.00 - $55.00/hr.

Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms. If eligible, the benefits available for this temporary role may include the following: • Medical, dental & vision • Critical Illness, Accident, and Hospital • 401(k) Retirement Plan – Pre-tax and Roth post-tax contributions available • Life Insurance (Voluntary Life & AD&D for the employee and dependents) • Short and long-term disability • Health Spending Account (HSA) • Transportation benefits • Employee Assistance Program • Time Off/Leave (PTO, Vacation or Sick Leave)

Workplace Type

This is a fully onsite position in Redondo Beach,CA.

Application Deadline

This position is anticipated to close on May 1, 2026.

About Aston Carter:

Aston Carter provides world-class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies. We draw on our deep recruiting expertise and expansive network to meet the evolving needs of our clients and talent community with agility and excellence. With offices across the U.S., Canada, Asia Pacific and Europe, Aston Carter serves many of the Fortune 500. We are proud to be a ClearlyRated Best of Staffing double diamond winner for both client and talent service.

The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email astoncarteraccommodation@astoncarter.com (%20astoncarteraccommodation@astoncarter.com) for other accommodation options.

Job Description

At Boeing, we innovate and collaborate to make the world a better place. We’re committed to fostering an environment for every teammate that’s welcoming, respectful and inclusive, with great opportunity for professional growth. Find your future with us.

The Boeing Company is seeking a Senior Compensation Specialist to join the team.

In this role, you will be on a team focused on partnering across Total Rewards functions (Compensation, Executive Compensation, and Benefits – as needed) and across Business Unit Total Rewards Partner Team (including BCA, BDS, BGS, ET&T, and Corporate Functions) and Total Rewards leadership team, as needed.

This role will be focused on collaborating with key stakeholders supporting the development and execution of a variety of enterprise-wide and/or business unit strategic initiatives. This will include supporting business growth, advancing Total Rewards objectives, and building strong employee engagement through data analysis and solutions. Examples include assessing internal and external data and insights, reviewing impacts across financial, compliance, and labor/bargaining considerations and developing recommendations that balance short and long-term considerations while aligning to common methodologies, standards, and approaches across a variety of stakeholders.

This position allows the candidate to be based in one of the following: Seattle, WA; Everett, WA; Hazelwood, MO; Berkeley, MO; Chicago, IL; North Charleston, SC, or Plano, TX.

Position Responsibilities:

• Engages across all areas of Total Rewards and across a variety of strategic initiatives – including Compensation, Executive Compensation, and Benefits

• Assesses data needs, aligning to established analysis methodologies and best practices, leveraging internal/external data sources, and considering key dynamics and anticipated outcomes

• Analyzes outcomes designed to provide meaningful insights, deliver key metrics and trends to influence Total Rewards strategy and execution

• Exercises critical thinking and innovative problem solving in development of key analytical tools and resources; models, dashboards, metrics, and reports

• Creates standardized reporting tools designed for scalable application across the enterprise

• Educates and activates Total Rewards teams and key partners on strategic changes including readiness materials, key actions and dates, and experiences

Basic Qualifications (Required Skills/Experience):

• 10+ years of experience in Total Rewards - Compensation and/or Benefits

• 10+ years of Total Rewards analytics experience including data and/or financial modeling.

• Experience using or applying metrics to measure performance against projects to ensure high quality delivery

• Experience building intuitive and actionable dashboards and data visualizations that drive business decisions

• Experience with compensation, classification, and salary systems

• Experience with advanced Excel and PowerPoint

Preferred Qualifications (Desired Skills/Experience):

• Bachelor's degree or higher, or equivalent work or military experience

• Certified Compensation Profession (CCP), Certified Benefits Professional (CBA) designation, Senior Professional in Human Resources (SPHR) Professional in Human Resources (PHR), SHRM-SCP, SHRM-CP or similar

• Experience with Tableau, Power BI, and/or other data programs

Conflict of Interest:

Successful candidates for this job must satisfy the Company's Conflict of Interest (COI) assessment process.

Drug Free Workplace:

Boeing is a Drug Free Workplace where post offer applicants and employees are subject to testing for marijuana, cocaine, opioids, amphetamines, PCP, and alcohol when criteria is met as outlined in our policies.

Pay & Benefits:

At Boeing, we strive to deliver a Total Rewards package that will attract, engage and retain the top talent. Elements of the Total Rewards package include competitive base pay and variable compensation opportunities.

The Boeing Company also provides eligible employees with an opportunity to enroll in a variety of benefit programs, generally including health insurance, flexible spending accounts, health savings accounts, retirement savings plans, life and disability insurance programs, and a number of programs that provide for both paid and unpaid time away from work.

The specific programs and options available to any given employee may vary depending on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.

Pay is based upon candidate experience and qualifications, as well as market and business considerations.

Summary pay range: $151,300 - $218,500

Applications for this position will be accepted until Apr. 24, 2026

Export Control Requirements:

This position must meet U.S. export control compliance requirements. To meet U.S. export control compliance requirements, a “U.S. Person” as defined by 22 C.F.R. §120.62 is required.

“U.S. Person” includes U.S. Citizen, U.S. National, lawful permanent resident, refugee, or asylee.

Export Control Details:

US based job, US Person required

Relocation

Relocation assistance is not a negotiable benefit for this position.

Visa Sponsorship

Employer will not sponsor applicants for employment visa status.

Shift

This position is for 1st shift

Equal Opportunity Employer:

Boeing is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law.

Boeing is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law.

Position Description

General Atlantic is seeking a Director, Compensation & Analytics to support compensation activities for its Sustainable Infrastructure investment business. This individual will be a key member of the Compensation & Analytics team and will partner closely with members of the Human Capital Management (“HCM”) team, senior business leaders, as well as other Business Operations teams including Finance, Tax, Legal and Compliance.

This role will focus on the design, analysis, and execution of cash compensation and long-term incentive programs, with a focus on carried interest schemes. The role requires close collaboration with senior stakeholders across the Sustainable Infrastructure platform globally, providing strategic and analytical support to drive compensation decisions.

Responsibilities

Compensation

• Lead compensation activities for the Sustainable Infrastructure investment business, ensuring alignment with firm-wide compensation philosophy and practices
• Support the annual compensation planning cycle, including modeling, analysis, review processes, and execution
• Partner closely with senior business leaders globally to advise on compensation strategy, decisions and outcomes
• Support the design, analysis, and administration of cash and long-term incentive programs
• Prepare materials and analyses for senior stakeholders to support compensation decision-making
• Conduct market benchmarking and provide insights to ensure competitiveness and internal equity
• Flexibility to support other business lines within GA as needed
• Participate in and support compensation-related projects and initiatives across the firm

Carried Interest

• Manage carried interest allocations across multiple Sustainable Infrastructure funds and products
• Develop and maintain carry allocation models across funds and strategies
• Partner with fund heads and senior leadership on carry allocation philosophy and outcomes, aligning with performance, retention, and compensation objectives
• Collaborate closely with the Carry Finance team, providing allocation inputs to support waterfall calculations, valuations, and distributions
• Ensure alignment of carried interest with broader total compensation frameworks
• Lead or contribute to carry-related projects, including new product launches, structural changes, and process or system enhancements

Finance & Budgeting

• Support compensation budgeting and forecasting processes for the Sustainable Infrastructure business
• Develop and maintain compensation models, including scenario analysis and sensitivity testing
• Track and monitor compensation spend relative to budget
• Partner with Finance on accrual processes related to bonuses, long-term incentives and other compensation expenses
• Assist in reconciliation and reporting of compensation-related financial data

Data & Analytics

• Develop and deliver compensation analyses and insights to support business and talent decisions
• Build and maintain models and tools to enhance compensation planning and reporting processes
• Leverage data visualization tools to present insights to stakeholders
• Continuously improve data quality, reporting capabilities, and analytical frameworks

Qualifications

• Bachelor’s degree in Finance, Economics, Business, Mathematics or other related field
• 8+ years of experience, with significant experience in compensation within financial services or alternative asset management
• Direct experience with carried interest programs (European waterfall structures preferred)
• Experience partnering with senior investment professionals and business leaders in a global environment
• Strong understanding of compensation fundamentals, including incentive design and financial implications
• Experience working closely with Finance teams, ideally in areas related to carry or fund economics
• Advanced financial modeling and analytical skills
• Strong project management and organizational skills; ability to manage multiple priorities in a fast-paced environment
• High level of attention to detail and accuracy
• Collaborative mindset with the ability to work effectively across functions and geographies
• Strong communication skills with the ability to distill complex analyses into clear insights
• Professional presence and ability to interact with senior stakeholders

Skills

• Advanced Microsoft Excel skills (required)
• Experience with Anaplan (preferred)
• Experience with PowerBI or other data visualization tools (preferred)
• Familiarity with automation tools (e.g. VBA, macros) a plus

GA Value

• Competitive compensation
• Comprehensive health, dental, and vision insurance plans
• Retirement savings plan with employer matching
• Professional development opportunities and ongoing training
• Collaborative and inclusive work culture with opportunities for advancement

General Atlantic offers a robust reward program to all employees that will support you and your family, maintaining fulfilling, secure and healthy lives now and into the future, which includes but is not limited to medical insurance, retirement savings contributions, mental and physical health resources and an equal pay program that allows you to earn a base salary of $150,000 – 200,000,of which the exact amount offered will be driven by the degree to which you meet role requirements, additional special skills and experience.  Additional reward programs, such as annual discretionary bonuses and long-term incentive programs, are available for eligible employees and are offered as recognition for performance and one’s contributions towards the organization’s success.