Director, Executive Compensation

Unity; New York (NY); On-site; USD 350,000 - 550,000; Full time

Benefits offered by this job

Health, life, and disability insurance

Employee stock ownership

Competitive retirement/pension plans

Generous vacation and personal days

Commute subsidy

Parental leave support

Job summary

Unity is seeking a Director of Executive Compensation to lead design, governance, and delivery of compensation for Unity's top leadership. Reporting to the VP of Total Rewards, you will partner with the C-suite, Finance, and Legal to ensure competitive, defensible executive pay aligned with shareholders.

You will translate complex compensation concepts into plain English for business leaders and the Board, leading with sound judgment and clarity.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field (Master’s preferred).
• Minimum twelve years of experience in compensation management, with at least three years in a leadership role.
• Strong knowledge of compensation principles, market analysis, and regulatory requirements.
• Proven ability to analyze data and make strategic decisions.

Responsibilities

• Lead preparation of materials and narratives for the Compensation Committee.
• Own the drafting of the CD&A for the annual proxy statement and ensure SEC compliance.
• Design and govern executive short-term and long-term incentive plans.
• Manage external compensation consultant relationships and benchmarking.

Skills

Executive compensation

Leadership

Regulatory knowledge

Data analysis

Communication

Education

Bachelor's degree in HR/Business/Finance

Master’s degree preferred

Job description

The opportunity

Unity is dedicated to fostering an innovative and inclusive workplace. Reporting to the VP of Total Rewards, the Director of Executive Compensation will lead how we design, govern, and deliver compensation for Unity's top leadership.

This role goes far beyond running market data. We are looking for a strategic leader who can navigate complex equity designs, proxy disclosures, and Compensation Committee governance. You will partner directly with our C‑Suite, Finance, and Legal teams to ensure our executive pay programs are competitive, defensible, and aligned with our shareholders.

We are looking for someone who leads with strong judgment, values clarity over complexity, and can translate highly technical compensation concepts into plain English for our business leaders and the Board.

What you'll be doing

• Board & Committee Governance: Lead the preparation of materials and strategic narratives for the Human Capital and Compensation Committee (HCCC). Partner directly with the VP of Total Rewards, CEO, CFO, and CLO on executive pay strategy and approvals.
• Proxy & Disclosures: Own the drafting of the Compensation Discussion and Analysis (CD&A) for the annual proxy statement. Ensure compliance with SEC regulations, manage Say-on-Pay readiness, and stay ahead of external governance trends.
• Executive Plan Design: Design and govern executive short‑term and long‑term incentive plans (including our PSU and RSU programs). You will balance the need to attract and retain top‑tier executive talent with strict fiscal discipline around Stock‑Based Compensation (SBC) expense and burn rate.
• Benchmarking & Consultant Management: Manage the relationship with our external compensation consultant. Lead executive benchmarking, peer group selection, and competitive pay analysis for the C‑Suite and senior leadership.
• Executive Offers & Transitions: Partner with Executive Recruiting to build competitive, compelling offer packages for VP+ external hires. Manage the compensation mechanics for executive promotions, transitions, and separations.
• Team Leadership: Lead, mentor, and develop other members of the team, elevating their technical expertise and business partnership skills.

What we're looking for

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field; Master’s degree preferred.
• Minimum twelve (12) years of experience in compensation management, with at least three (3) years in a leadership role.
• Strong knowledge of compensation principles, market analysis, and regulatory requirements.
• Proven ability to analyze data and make strategic decisions based on findings.
• Excellent communication and interpersonal skills, with the ability to influence and engage stakeholders at all levels.

Additional information

• Relocation support is not available for this position
• Work visa/immigration sponsorship is not available for this position

Benefits

At Unity, we want our team members to thrive. We offer a wide range of benefits designed to support well‑being and work‑life balance.

Please note: Benefits eligibility, specific offerings, and coverage vary based on the country and employment status.

While specific benefits vary, here are some of the ways we strive to take care of our eligible team members globally: Comprehensive health, life, and disability insurance | Commute subsidy | Employee stock ownership | Competitive retirement/pension plans | Generous vacation and personal days | Support for new parents through leave and family‑care programs | Office food snacks | Mental Health and Wellbeing programs and support | Employee Resource Groups | Global Employee Assistance Program | Training and development programs | Volunteering and donation matching program

Life at Unity

Unity [NYSE: U] is the world’s leading game engine, powering play for more than 3 billion consumers each month. The top mobile games in the world, the most played PC indie titles, the most innovative console games, and virtually all of the top XR and Web Games are developed, deployed, and grown in Unity. Unity also enables teams across industries like automotive, manufacturing, and healthcare to design, simulate, and collaborate in 3D — closing the gap between ideas and reality. For more information, please visit www.unity.com.

Unity is a proud equal opportunity employer. We are committed to fostering an inclusive, innovative environment and celebrate our employees across age, race, color, ancestry, national origin, religion, disability, sex, gender identity or expression, sexual orientation, or any other protected status in accordance with applicable law. Our differences are strengths that enable us to support the growing and evolving needs of our customers, partners, and collaborators. If you have a disability that means there are preparations or accommodations we can set