VP Executive & Incentive Compensation

Job ID: 17148Area of Talent: CorporateCategory: Human ResourcesLocation: Orlando, FLDate Posted: 04/01/2026Property: Millenia Corporate HGV Office


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What makes Hilton Grand Vacations unique?
Together, We Can.
We believe that our most important strength is our people. The foundation of our culture is to value and celebrate the unique differences that make us thrive as individuals and engage together. Our more than 12,000 Team Members around the world are the power behind the memorable experiences delivered to our guests and owners every day. It is their talent, commitment and passion for our brand that makes a positive impact within our industry and the communities in which we live and work. They are passionate about offering our guests exceptional experiences, and we are passionate about recognizing, rewarding and supporting those achievements. Together, We Can.
Escape the ordinary! Now is an exciting time to join our growing team and a leading company in the vacation industry!

Executive Compensation Strategy & Governance

  • Develop and maintain the executive compensation philosophy and strategy aligned to business priorities, talent needs, and shareholder/owner expectations.

  • Provide trusted advisory support to the CHRO and executive leaders on executive pay, competitive positioning, and retention risks.

  • Lead governance for executive pay decisions, including annual pay reviews, promotions, offers, and retention packages for executives and critical leaders.

  • Ensure a consistent and defensible approach to job evaluation, leveling, and benchmarking for executive roles.

  • Establish decision frameworks and controls for discretionary awards, one-time grants, and special arrangements.

  • Partner with key stakeholders on contract terms (i.e., employment agreements, severance, non-competes, claw backs) and ensure program documentation is equitable and consistent.

  • Ensure executive and incentive programs comply with relevant laws, regulations, and governance requirements. 

  • Implement controls and audit-ready processes for plan administration, approvals, and data integrity.

  • Partner with VP Total Rewards on STI, LTI, and other incentive compensation programs.

 

Incentive Programs

  • Oversee enterprise incentive governance across functions to drive consistency, transparency, and operational excellence.

  • Partner with Finance and business leadership to define performance measures, targets, thresholds, and payout curves to reinforce strategy execution.

  • Lead periodic assessments of program effectiveness (e.g., performance differentiation, goal rigor, cost vs. outcome).

  • Lead strategy, modeling, and administration for long-term incentive design (equity and/or cash-based LTIP), including award guidelines, grant practices, and vesting/performance features.

  • Support organizational change initiatives related to sales and marketing compensation and incentives ensuring plans are understood, properly implemented and financially sustainable. 

 

Analytics, Modeling, and Market Intelligence

  • Lead market pricing and benchmarking using reputable survey sources; interpret trends and recommend actions to remain competitive.

  • Deliver clear analytics and insights (i.e. pay mix, competitiveness, internal equity, incentive outcomes, cost modeling).

  • Build executive-ready summaries and dashboards to support compensation decisions and governance.

 

Leadership & Operations

  • Lead and develop a high-performing executive compensation function; establish standards and scalable processes.

  • Improve operational efficiency through automation, documentation, and streamlined governance workflows.

  • Manage relationships with executive compensation consultants and other vendors as needed.

  • Partner with Sales, Marketing, and Finance leaders to align compensation programs with business goals.

     

  • Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now.

  • Completes all required Company training/compliance courses as assigned.

  • Adheres to Company standards and maintains compliance with all policies and procedures.

Executive Compensation Strategy & Governance

  • Develop and maintain the executive compensation philosophy and strategy aligned to business priorities, talent needs, and shareholder/owner expectations.

  • Provide trusted advisory support to the CHRO and executive leaders on executive pay, competitive positioning, and retention risks.

  • Lead governance for executive pay decisions, including annual pay reviews, promotions, offers, and retention packages for executives and critical leaders.

  • Ensure a consistent and defensible approach to job evaluation, leveling, and benchmarking for executive roles.

  • Establish decision frameworks and controls for discretionary awards, one-time grants, and special arrangements.

  • Partner with key stakeholders on contract terms (i.e., employment agreements, severance, non-competes, claw backs) and ensure program documentation is equitable and consistent.

  • Ensure executive and incentive programs comply with relevant laws, regulations, and governance requirements. 

  • Implement controls and audit-ready processes for plan administration, approvals, and data integrity.

  • Partner with VP Total Rewards on STI, LTI, and other incentive compensation programs.

 

Incentive Programs

  • Oversee enterprise incentive governance across functions to drive consistency, transparency, and operational excellence.

  • Partner with Finance and business leadership to define performance measures, targets, thresholds, and payout curves to reinforce strategy execution.

  • Lead periodic assessments of program effectiveness (e.g., performance differentiation, goal rigor, cost vs. outcome).

  • Lead strategy, modeling, and administration for long-term incentive design (equity and/or cash-based LTIP), including award guidelines, grant practices, and vesting/performance features.

  • Support organizational change initiatives related to sales and marketing compensation and incentives ensuring plans are understood, properly implemented and financially sustainable. 

 

Analytics, Modeling, and Market Intelligence

  • Lead market pricing and benchmarking using reputable survey sources; interpret trends and recommend actions to remain competitive.

  • Deliver clear analytics and insights (i.e. pay mix, competitiveness, internal equity, incentive outcomes, cost modeling).

  • Build executive-ready summaries and dashboards to support compensation decisions and governance.

 

Leadership & Operations

  • Lead and develop a high-performing executive compensation function; establish standards and scalable processes.

  • Improve operational efficiency through automation, documentation, and streamlined governance workflows.

  • Manage relationships with executive compensation consultants and other vendors as needed.

  • Partner with Sales, Marketing, and Finance leaders to align compensation programs with business goals.

     

  • Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now.

  • Completes all required Company training/compliance courses as assigned.

  • Adheres to Company standards and maintains compliance with all policies and procedures.

To fulfill this role successfully, the individual should possess the following qualifications, knowledge, skills, abilities, and experience:

  • Deep expertise in compensation, including executive compensation and incentive plan design. 
  • Strong expertise in incentive plan mechanics, performance measures design, and pay-for-performance alignment. 
  • Advanced analytical and financial modeling skills; ability to translate complex data into clear recommendations. 
  • Ability to influence executive leaders and drive enterprise-wide changes.
  • Strong analytical and financial acumen.
  • Advanced Excel and data visualization skills.
  • Strong communication and people leadership skills.

 

In addition, the following qualifications, knowledge, skills, abilities, and experience are preferred:

  • Experience presenting to Executives/Boards.
  • Knowledge of global regulatory environments.
  • Familiarity with incentive compensation management software (i.e. Varicent).
  • Familiarity with CRM and HRIS platforms (i.e. Salesforce, Oracle).

Experience in hospitality, travel, or consumer-facing industries. 

Extraordinary People,

Exceptional Benefits on Day One

Benefits start on your first day of work with no waiting period!

Hilton Grand Vacations is committed to putting people first. That’s why our benefits plan starts when you do. But that’s just the beginning of the exceptional opportunities we offer to extraordinary people who join our U.S. Team.

Eligibility: All U.S. regular full-time and part-time Team Members are eligible for a wide range of benefits. Team members represented by a labor organization or subject to a collective bargaining agreement may have benefits that differ from other non-represented employees.

  • Benefits that support Team Member health and financial wellbeing.

  • Travel and hotel discounts for Team Members, family and friends.

  • A healthy work-life balance with PTO and flexible hours.

  • Team Member events that build camaraderie through fun activities.

  • An open-minded culture committed to diversity and inclusion.

  • Incentives for Team Members that exhibit excellence every day.

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