Director, Executive Compensation

Job Posting: Ferguson is North America’s leading value-added distributor across residential, non-residential, new construction and repair, maintenance, and improvement (RMI) end markets. Spanning 34,000 suppliers and more than one million customers, we deliver local expertise, value-added solutions, and the industry’s most extensive portfolio of products. From infrastructure, plumbing, and appliances, to HVAC, fire protection, fabrication, and more, we make our customers’ complex projects simple, successful, and sustainable. The Director of Executive Compensation will lead the strategy, design and execution of executive incentives, programs, and policies targeted at attracting, retaining and engaging exceptional leadership talent. This individual with work alongside the Vice President, Global Total Rewards and is part of the HR Department's Centers of Excellence (CoE) team. Ideally, this person will come from a fast-paced environment with a strategic mentality and an orientation toward analytics. The individual will be comfortable within a growing, somewhat ambiguous organizational structure. Location: Almost any location in the continental US (with access to an airport) with the flexibility for occasional travel to the Newport News, VA area. Key Accountabilities: Lead Ferguson’s Executive Compensation function to effectively design, implement, and lead the compensation strategy for the corporate executives. Work closely with the Vice President, Global Total Rewards, the Chief HR Officer, and the independent compensation consultant to prepare materials for the Compensation Committee to drive recommendations for executive compensation, short- and long-term incentive programs, and other analyses requested by the Committee. Prepare Proxy related materials including the Compensation Discussion and Analysis (CD&A), compensation tables, and supporting narrative disclosures including identification of the Named Executive Officers (NEO), CEO Pay Ratio, and Pay vs. Performance. Prepare compensation recommendations for executives, which includes evaluating executive roles relative to the external market and assessing internal functional relationships. Review the design of the organization’s short-term incentive bonus and long-term incentive equity plans and ensure they are competitive and aligned to our business strategy. Curate and coordinate the executive on- and off-boarding processes and communications to ensure smooth transition of talent and to create an exceptional associate experience. Design, implement, and communicate executive perquisites programs that are aligned with market practices. Partner with management, legal, finance, tax, accounting, and external compensation consultants in the successful and efficient implementation and administration of executive compensation plans and programs. Partner with HR Operations to ensure crafted programs can be operationalized and administered within the organization’s incentive and human resource management systems. Lead the development and implementation of compensation communications, education, and training materials. Oversee the UK tax filings and fee calculations for the Non-Employee Directors, Executive Directors of the Board and Executive Committee members who attend the Board. Proactively review executive compensation matters and trends and recommend compensation structure and base pay adjustments; annual and long-term cash incentive plan design changes, target bonus levels, equity award guidelines, and develop budget recommendations. Build relationships with the external compensation community including consultants, service providers, shareholder advocates, and business professionals. Qualifications: Bachelor's degree in human resource management, business, finance, economics, or related disciplines required. An MS or MBA degree is highly desirable. Ten (10) years’ experience in compensation and/or incentive design with at least two (2) years’ experience in executive compensation. Certified Compensation Professional (CCP) or other professional designation preferred. Knowledge of current market trends and practices within other industries is ideal. In depth knowledge of SEC’s Executive Compensation requirements, incentive plan design, equity plan administration, supplemental pay programs, job evaluation, and market pricing. Demonstrable track record of implementing compensation programs that align the executives with shareholder interests and drive business results. History of successful interaction and influence with all levels of partners. Strong intuition for business to include financial modeling and budgeting. Proven ability to anticipate future trends/consequences and build innovative approaches and bring new perspectives while also having deep compensation experience in a customer-facing environment. Solid attention to detail. Solid foundation in compensation theories and practices. Ability to evaluate, design, and recommend compensation programs based on market assessment and business strategy. Professional and Cultural Characteristics: A confident and well-prepared leader who thrives in a fast-paced, evolving environment as a leader inspiring change and transformation; messages and communication are crafted and tune to all levels of the organization. Self-motivated; takes initiative to do further analysis when deeper insights can be achieved. Collaborative facilitator who develops relationships and loyalty with their colleagues across all business functions and levels. Forward-thinking individual with proven track record to combine analytical reasoning, creativity, and judgment. Quick study, able to handle sophisticated matters with multiple initiatives going on simultaneously. Contributes to an atmosphere in which people work together, enthusiastically and optimally, in producing outstanding results. Ferguson provides meaningful benefits programs and products to our associates and their families—geared toward benefits, wellness, financial protection, and retirement savings. Ferguson offers a competitive benefits package that includes medical, dental, vision, retirement savings with company match, paid leave (vacation, sick, personal, holiday, and parental), employee assistance programs, associate discounts, community involvement opportunities, and much more! - Pay Range: - Actual pay rate may vary depending upon location. The estimated pay range for this position is below. The specific rate will depend on a candidate’s qualifications and prior experience. - $9,225.00 - $19,693.75 - Estimated Ranges displayed are Monthly for Salaried roles OR Hourly for all other roles. - This role is Bonus or Incentive Plan eligible. - The Company is an equal opportunity employer as well as a government contractor that shall abide by the requirements of 41 CFR 60-300.5(a), which prohibits discrimination against qualified protected Veterans and the requirements of 41 CFR 60-741.5(A), which prohibits discrimination against qualified individuals on the basis of disability. Ferguson Enterprises, LLC. is an equal employment employer F/M/Disability/Vet/Sexual Orientation/Gender Identity. Equal Employment Opportunity and Reasonable Accommodation Information Ferguson is a top-rated national wholesale supplier of commercial and residential plumbing supplies. However, our expertise goes far beyond the plumbing industry. We're a diverse distributor with business in multiple industries including waterworks, fire and fabrication, HVAC/R and more. Our customer-first approach has contributed to our growth from a local distributor to a national company with nearly $28.5-billion in annual sales. With more than 36,000 associates at over 1,700 locations, we take pride in providing world-class products and services to our customers.