Director, Executive Compensation

The Director, Executive Compensation leads the design and administration of Liberty’s executive compensation and benefits programs, ensuring alignment with company strategy and supporting the attraction, retention, and rewards of high-performing senior talent. This role manages a team of compensation specialists who deliver exceptional service to executives and partners closely with business and talent leaders to provide compensation expertise—ranging from market analysis and plan design to enabling talent decisions.

The role is accountable for a portfolio of enterprise-wide compensation initiatives, plans, and programs on a global scale. It oversees a team responsible for areas such as Board/Compensation Committee support, regulatory compliance and governance, executive compensation advising and administration, variable and base pay programs, special pay programs, and compensation systems. The Director partners with internal and external stakeholders, including senior leaders across the enterprise, and provides thought leadership and oversight to develop and implement pay programs that support business objectives.

Responsibilities:

• Leads the design, development, implementation, and oversight of executive and broad-based compensation programs, ensuring alignment with Liberty’s strategic priorities.
• Research external compensation trends, conducts benchmarking, and provides data-driven recommendations to support competitive positioning and business alignment.
• Manages and mentors a team of compensation specialists focused on key areas, holding people-leader commitments to drive positive impact across the Compensation function and the wider organization.
• Provides consultation to talent and business partners on compensation plans and programs, including hands-on support for offer proposals for external candidates.
• Delivers direct support to executives across the employment lifecycle — pre-hire, during employment, at separation/retirement, and post-employment — and handles related escalations.
• Provides executives individual/group orientation sessions and regular office hours on targeted topics throughout the year, plus 1:1 consultation for ad-hoc questions and separation/retirement guidance.
• Maintains awareness of federal, state, and local regulatory changes affecting compensation practices, anticipates implications, and implements necessary adjustments to ensure compliance.
• Partners with Finance, Legal, other internal stakeholders, and external advisors to design, oversee, and evaluate compensation plans and programs with strong governance.
• Manages cross-functional ad hoc projects, collaborating with peers and directing reports to deliver prioritized outcomes on time.
• Collaborates on compensation-related communications to ensure messaging consistently reinforces Liberty’s strategic objectives.
• Oversees Exec Comp inquiries and provides guidance on escalated or complex compensation issues, ensuring timely resolution and continuous improvement.

• Expert knowledge of compensation programs and practices including governance and regulatory compliance requirements.
• Excellent interpersonal, written and verbal communication skills; strong presentation skills.
• Strategic thinker, with the ability to articulate and recommend change to senior leaders.
• History of successful interaction and influence with all levels of stakeholders, especially senior leaders.
• Strong experience in project management including scoping, planning and execution.
• Demonstrates high level of business, analytical, systems, and financial acumen.
• Strong problem-solving capabilities, including the ability to clearly define problems, collect data, draw conclusions, and influence others to implement recommendations.
• Ability to work well in a fast paced, time sensitive environment.
• Attention to detail and deadlines; ability to manage multiple initiatives.
• Competencies typically acquired through a Bachelor`s degree (preferably in Human Resources or Business Administration) or equivalent experience, in addition to 10 or more years of relevant and progressively more responsible compensation experience; to include prior experience working in a successful leadership and/or management capacity.