Director, Executive Compensation

About this role

What will you be responsible for?
Director of Executive Compensation will help evolve Newmont’s executive compensation architecture to ensure it is optimized for the Company’s business and culture, and ultimately contributes to enabling the business and human capital strategy. This individual will craft and refine competitive compensation programs with high governance standards to support business objectives and ensure positive shareholder opinion. He/she will improve understanding of Newmont’s programs and offerings to ensure efficiency and ROI of programs, and will manage compliance and financial analysis for sound, efficient and balanced program structure. 
Reporting to the VP of Total Rewards, this individual will partner with a number of key stakeholders, including Newmont’s executive leadership team members, Finance, Legal and other corporate functions and Senior Leaders and peers within HR, to ensure efficient solutions and client service. Additionally, he/she will engage with external organizations to effectively communicate Newmont’s programs and gather feedback. The successful candidate will have the ability to be a high-level strategic problem solver capable of partnering with Newmont senior leaders, but will also be capable of being a hands-on “doer”.

In this role you will

Here is a snapshot of what your day to day will look like:

Board Support
Support/participate in the board planning cycle, including the development of presentation materials for the Leadership Development and Compensation Committee of the Board of Directors, such as:
Charter and agenda planning

• Charter and agenda planning
• Analytics and summary of results for program updates
• Strategy/”story board” development

Disclosure Market Analysis
We lead global executive market analysis, staying abreast of key trends to ensure competitive practices. Supporting the strategic assessment of program efficiency and modeling of potential program changes.
 

LTI Program:

• Program design and updates
• Equity plan analysis
• Budget planning
• Regulatory oversight

Partnering with the global Compensation Director, providing advise on Communications and training for the LTI programs and on the relationship with Newmont's stock plan administrator 
 

Proxy and Shareholder Engagement Cycle Support

• Support the annual proxy and shareholder engagement cycle
• Development of the CD&A, compensation tables with the aim of providing industry standard methodology disclosure
• Participate in investor meetings and other governance agency discussions
• Assist in the development of engagement materials
• Partner with legal, investor relations and finance

Incentive Compensation

• Plan design and updates, ensuring plan aligns with business objectives and governance requirements
• Collaborate with Finance and other functions on the development and communication of performance measures, as they relate to executive programs and support ongoing monitoring/measurement.

Compliance

• Ensure compliance with SEC, IRS, FAS, DOL and other regulatory and governance policies
• Lead all global benchmarking and leveling of executives to ensure consistency while maintaining internal and external equity.

The above duties and responsibilities are representative of the nature and level of work assigned and are not necessarily all-inclusive.
 

Your training, skills, and experience checklist

Here is what we would need to see from you!

Knowledge:

• Bachelor’s Degree in HR, Finance, economics or similar
• A Master degree is preferred (MBA or similar)
• Knowledge of Legal, Accounting, Financial, Tax and their regulatory effects on executive compensation.

Experience:

• Ten-plus years of executive compensation experience at a publicly-traded company or top compensation consulting firm. This individual will have strong analytical abilities and a track-record of collaborating with key partners to craft, refine, and optimize executive compensation programs. He/she will have experience assisting in the development of the proxy, including the CD&A, and ideally will have had exposure to the shareholder engagement cycle.
• Experience working with Equity plans and stock compensation
• Experience working with senior management
• Board support experience - Experience supporting the board planning cycle for a publicly-traded company, including preparing materials for the compensation committee. 

Skills and Abilities:

• Collaborating and Influencing
• Proactively engage all partners, including HR and other functions (namely Finance, Legal, and Investor Relations) to build a rapport and earn broad-based support for initiatives.
• Understand business issues and the related human capital implications to craft and deliver solutions that move the business forward.
• Effectively communicate and implement a strategic compensation program and philosophy.

Leading Change

• Identifies needed changes and challenges assumptions and norms: the successful candidate will have the conviction and ability to present a point of view to Newmont’s  senior management and key stakeholders.
• Challenge assumptions about “the way things are done”. The successful candidate will be able to say “no” while at the same time offering constructive solutions.
• Communicate explicitly as to what must change, why changes are vital, and possible outcomes and costs. He/she should, in a constructive and effective manner, will state the business reasons behind any proposed changes to existing plans and also see, acknowledge and debate against the opposing viewpoints presented.
• Adjust communication style to the audience to help them understand and accept the change.
• Encourage people to support and propose changes and ideas.
• Detailed knowledge of MS-Office Suite (Word, Excel, PowerPoint, Access)

Working conditions and location

Where you will be located:

• The position is located in the Denver corporate office.
• Position may be required to travel to, and assist other domestic and international sites.