Ensemble, tout est possible.
Échappez à l’ordinaire! C’est le moment idéal pour rejoindre notre équipe en plein essor et une entreprise chef de file dans l’industrie des vacances!
Executive Compensation Strategy & Governance
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Develop and maintain the executive compensation philosophy and strategy aligned to business priorities, talent needs, and shareholder/owner expectations.
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Provide trusted advisory support to the CHRO and executive leaders on executive pay, competitive positioning, and retention risks.
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Lead governance for executive pay decisions, including annual pay reviews, promotions, offers, and retention packages for executives and critical leaders.
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Ensure a consistent and defensible approach to job evaluation, leveling, and benchmarking for executive roles.
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Establish decision frameworks and controls for discretionary awards, one-time grants, and special arrangements.
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Partner with key stakeholders on contract terms (i.e., employment agreements, severance, non-competes, claw backs) and ensure program documentation is equitable and consistent.
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Ensure executive and incentive programs comply with relevant laws, regulations, and governance requirements.
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Implement controls and audit-ready processes for plan administration, approvals, and data integrity.
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Partner with VP Total Rewards on STI, LTI, and other incentive compensation programs.
Incentive Programs
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Oversee enterprise incentive governance across functions to drive consistency, transparency, and operational excellence.
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Partner with Finance and business leadership to define performance measures, targets, thresholds, and payout curves to reinforce strategy execution.
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Lead periodic assessments of program effectiveness (e.g., performance differentiation, goal rigor, cost vs. outcome).
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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.
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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
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Lead market pricing and benchmarking using reputable survey sources; interpret trends and recommend actions to remain competitive.
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Deliver clear analytics and insights (i.e. pay mix, competitiveness, internal equity, incentive outcomes, cost modeling).
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Build executive-ready summaries and dashboards to support compensation decisions and governance.
Leadership & Operations
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Lead and develop a high-performing executive compensation function; establish standards and scalable processes.
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Improve operational efficiency through automation, documentation, and streamlined governance workflows.
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Manage relationships with executive compensation consultants and other vendors as needed.
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Partner with Sales, Marketing, and Finance leaders to align compensation programs with business goals.
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Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now.
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Completes all required Company training/compliance courses as assigned.
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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.
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Des avantages sociaux qui favorisent la santé et le bien-être financier des membres de l’équipe.
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Des rabais sur les voyages et les hôtels pour les membres de l’équipe, leur famille et leurs amis.
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Un équilibre sain entre vie professionnelle et vie privée avec congés pour des motifs personnels et horaires souples.
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Activités pour membres de l’équipe qui renforcent la camaraderie grâce à des activités amusantes.
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Une culture ouverte d’esprit engagée envers la diversité et l’inclusion.
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Des incitatifs pour les membres de l’équipe qui font preuve d’excellence chaque jour.
