Compensation Director jobs in Charlotte, NC

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As our Director of Executive Compensation, you will be part of the Corporate Compensation & Benefits Center of Excellence (COE) with responsibility for various activities in support of Honeywell’s executive compensation function.  This position reports to the Vice President, Executive Compensation and is based out of Honeywell’s new world-class corporate headquarters in Charlotte, North Carolina.  Honeywell operates a hybrid work model (3 days in the office and 2 remote).   

In this role, you will work closely with the VP, Executive Compensation in executing on key deliverables that support the design, decisions, maintenance and evolution of the company’s global executive compensation program, with the overarching goal of attracting and retaining world class leadership talent. 

We are looking for someone that has current work experience in Executive Compensation with an understanding of the technical aspects of the role and cadence of the expected deliverables for the function.  You must have strong analytical & technical skills, intellectual curiosity, an eye for detail and focus on accuracy.   

Key Responsibilities:

• Provide decision and analytical support to the VP, Executive Compensation.
• Attain a complete understanding of Honeywell’s executive compensation plans, policies and processes and serve as a key subject matter resource.
• Participate in periodic reviews and assessments of the effectiveness of the executive compensation program, including development of ideas for improvement.
• Participate in the annual compensation planning cycle activities for ~500 executive level employees (preparation of annual bonus and long-term incentive pool recommendations).
• Establish strong and effective working relationships with each of the Strategic Business Group (SBG) and regional compensation leaders as a key point of contact for executive employee-related matters. Contribute input during weekly global Comp Lead calls.
• Partner directly with the Compensation Operations team on job leveling and maintenance of appropriate market pricing for all executive level positions.
• Work directly with the Board’s independent compensation consultant in conducting annual benchmarking study for all officer positions.
• Oversee the long-term incentive pool model and spend and interface with Finance on expense projections and audit processes.
• Lead or direct ad hoc project-based assignments and analysis in support of the function as assigned, including periodic review of incentive plan metrics and payout curves.
• Utilize automated executive offer workflow tool to assist in the development of competitive executive-level employment offers, and prepare equity buy-out recommendations.   Provide backup support to the Senior Manager, Executive Compensation in understanding the system and maintaining related systems tables.
• Work with Investor Relations in conducting annual review of the compensation peer group companies and develop proposal for Board approval. 
• Assist in the development of meeting materials for the Management Development and Compensation Committee of the Board of Directors (~6 annually).
• Provide information and assistance in drafting sections of the annual shareholder meeting Proxy Statement. Support shareholder engagement activities.
• Work with the Corporate Secretary’s office to ensure good governance and legal compliance.
• Conduct periodic benchmarking reviews of director compensation and provide recommendations.
• Participate in review of MDCC risk oversight areas related to Human Capital management.
• Direct certain ongoing processes, such as the design and maintenance of special-purpose compensation programs and maintaining executive compensation information and resources on the HR portal.
• Develop executive compensation learning materials and participate in delivery of related training sessions to HR, the broader COE and executives.
• Gain a working knowledge of the operation of the stock plan administration platform and provide support Global Stock Plans function as needed.
• Provide support the HR M&A function on executive-related aspects of deals, as needed.