What are the responsibilities and job description for the Director, Compensation- Executive Compensation & Equity position at Capital One?
Are you interested in joining a team of Executive Compensation and Equity professionals who enable game-changing business results by providing programs and solutions that unleash greatness in our associates? Here at Capital One we bring a data-driven approach to compensation. If you have a passion for analyzing compensation and want to be part of a winning team then this is the job for you! We work in a business-casual, collaborative environment where one’s contributions are recognized, successes are elevated and effort is rewarded. Capital One provides an environment where you can excel in your career while still maintaining a work life balance that others will desire. We nurture a work environment where people with a variety of thoughts, ideas and backgrounds, guided by our shared Values, come together to make Capital One a great company – and a great place to work.
Capital One is looking for a Director, Equity Design and Administration to join our Executive Compensation team, part of Total Rewards. This role will oversee the design, development, execution and administration of the Company’s executive and equity compensation programs. The role reports to the Vice President of Executive Compensation. The primary focus is to lead Capital One’s Equity Design and Administration team, including analysis of job structures and equity trends, oversight of equity grants and releases, market intel for external / peer equity practices, risk management activities, and accountability for the relationship with the corporate equity plan provider. This role will also provide leadership to other cross-functional compensation initiatives.
Accountabilities & Responsibilities
Accountable for the experience of sharing equity information with people leaders and associates, inclusive of leading a cross-functional team to design, develop, and deliver equity and long-term incentives
Provide consultation to Compensation leadership on equity compensation processes, policies, and system solutions to business problems
Develop presentations to influence the Compensation Leadership Team and other key stakeholders regarding equity changes and investments
Gather continuous feedback on compensation systems and processes in order to improve the customer experience
Governance practices: oversight and evolution of requirements regarding the ownership and holding required of senior executives
Assess, design, and/or develop existing and new executive and equity compensation programs for competitiveness, effectiveness, legal and regulatory compliance, and alignment with shareholder interests. Develop specific recommendations for review by Management and/or the Compensation Committee of the Board of Directors.
Closely monitor, review, analyze and/or anticipate changes to proxy advisor policy changes, legislative changes and SEC rules/disclosure requirements. Consider implications from various stakeholder viewpoints. Develop specific recommendations for review by Management and/or the Compensation Committee of the Board of Directors.
Provide analytical and technical support in the delivery of all executive and equity programs. This includes overseeing the analysis of plan design alternatives, expense and implications, market compensation studies and external benchmarking.
Coordinate and liaise with the executive compensation consultant to the Compensation Committee, providing appropriate information and tailoring strategy and materials between consultants and Management.
Develop working relationships with various internal and external resources (including legal, accounting/finance, payroll, etc.) to ensure that all actions, plans and programs pertaining to executive and director compensation comply with internal corporate governance guidelines and external regulatory requirements and reporting. Maintain oversight for stock plan data provided for 10K, 10Q, Section 16 filings, and the Proxy.
Lead equity/stock plan administration (through the manager).
Gather, organize and prepare data for proxy and other required regulatory filings and develops supporting documentation and information for internal audit review.
Proactively drive continuous improvement, especially in the stock plan administration area.
People Leadership
Lead a team of up to 3 permanent associates
Lead the coordination of work with members of the Total Rewards team during the mid-year and year-end compensation cycles
Lead cross-functional teams to design and deliver enhances to compensation products and experiences
Inclusive leader focused on creating a culture of belonging through attracting, actively developing, and supporting talent across our function
Key Competencies
Able to effectively navigate a large matrixed organization to socialize ideas, build consensus, challenge and debate respectfully, and influence others
Ability to build strong partnerships across many stakeholders and partner groups
Strong problem solving capabilities leveraging an outside-in lens to develop innovative solutions
Leverage data and analysis to solve complex problems
Basic Qualifications
Bachelor’s Degree or military experience
At least 8 years of experience in Equity Design and Administration, Executive Compensation, Finance, or a combination
At least 5 years of people management experience
Preferred Qualifications
At least 5 years of experience leading large cross-functional initiatives at a Fortune 100 company
At least 3 years experience with Workday
At least 3 years of experience in client facing or consulting roles
Proficient with Microsoft Excel & Google Products (e.g. Sheets, Slides)
Master’s Degree in Accounting, Statistics, Business Administration, Economics, Finance, or Human Resources
Certified Compensation Professional (CCP)
At this time, Capital One will not sponsor a new applicant for employment authorization for this position.
No agencies please. Capital One is an Equal Opportunity Employer committed to diversity and inclusion in the workplace. All qualified applicants will receive consideration for employment without regard to sex, race, color, age, national origin, religion, physical and mental disability, genetic information, marital status, sexual orientation, gender identity/assignment, citizenship, pregnancy or maternity, protected veteran status, or any other status prohibited by applicable national, federal, state or local law. Capital One promotes a drug-free workplace. Capital One will consider for employment qualified applicants with a criminal history in a manner consistent with the requirements of applicable laws regarding criminal background inquiries, including, to the extent applicable, Article 23-A of the New York Correction Law; San Francisco, California Police Code Article 49, Sections 4901-4920; New York City’s Fair Chance Act; Philadelphia’s Fair Criminal Records Screening Act; and other applicable federal, state, and local laws and regulations regarding criminal background inquiries.
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Capital One Financial is made up of several different entities. Please note that any position posted in Canada is for Capital One Canada, any position posted in the United Kingdom is for Capital One Europe and any position posted in the Philippines is for Capital One Philippines Service Corp. (COPSSC).
