Director, Executive Compensation

Role Overview

• Assist with the design, development, and implementation of executive compensation programs and policies, leveraging “next” practices across corporate America
• Act as subject matter expert regarding emerging / evolving external market trends in executive compensation that impact the design and disclosure of executive programs, including corporate governance, legislative / regulatory landscape, proxy advisor policies, and investor issues
• Review executive program effectiveness and model potential program changes
• Ensure executive compensation program compliance with internal and external governance / regulatory / reporting requirements
• Perform industry research and financial analysis related to compensation strategy and design, utilizing external peer data from surveys, proxy disclosures and other resources to determine market best practices
• Collaborate with the VP, Total Rewards along with the Chief Human Resources Officer and develop materials for the L3Harris Compensation Committee of the Board of Directors; manage the process and timeline for Committee meeting preparation
• Work closely with Corporate Secretary’s office on required regulatory filings, including project management and development of L3Harris’ annual proxy statement, development of compensation-specific elements such as the CD&A and proxy tables, and ensuring necessary documentation to support internal audit / review
• Partner with Finance on the development and communication of financial performance measures as they relate to executive programs and support ongoing monitoring / measurement
• Conduct financial analysis of potential long-term incentive design changes, equity plan shareholder proposals, program communication, and associated reporting and compliance
• Assist with equity administration workstream including the granting, vesting and reporting of awards
• Manage / direct the work of external vendors / consultants, as necessary
• Support ongoing communication of L3Harris’ executive compensation programs and policies
• Prepare all executive compensation planning materials

Requirements

• Bachelor's Degree and minimum 15 years of prior relevant experience, or Graduate Degree and a minimum of 13 years of prior related experience.
• Additional certifications (CECP, CCP) preferred.
• Experience supporting Compensation Committees and working directly with C-Suite and Board-level stakeholders.
• Familiarity with SEC regulations, proxy disclosure, and CD&A reporting.
• Strong knowledge of compensation best practices, trends, and regulatory requirements.
• Deep knowledge of compensation structures (base, bonus, equity) and equity vehicles (RSUs, PSUs, etc.) in a publicly traded, global organization.
• Strong modeling, analytics, and communication skills, with the ability to distill complex data into actionable insights.

Benefits

• health and disability insurance
• 401(k) match
• flexible spending accounts
• EAP
• education assistance
• parental leave
• paid time off
• company-paid holidays