VP, Executive Compensation & Equity Administration

Amalgamated Bank of NY; New York (NY); Hybrid; USD 140,000 - 160,000; Full time

Job summary

Amalgamated Bank of NY is seeking an Executive Compensation Manager in Boston, MA to drive the design, governance, and administration of executive compensation programs. The role partners with Legal, Finance, HR, Payroll, and external advisors to ensure competitiveness and regulatory compliance.

You will lead annual cycles, equity plans, and disclosures, while guiding a team and collaborating with senior leadership on executive offers, retention, and complex analyses. Hybrid schedule supported.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related field.
• Minimum of 10 years of compensation experience, including at least 5 years of executive compensation experience.
• Minimum of 3 years of leadership, project leadership, or people management experience.
• Significant experience supporting executive compensation programs in a publicly traded company.
• Knowledge of executive compensation regulations, disclosure requirements, and governance practices.
• Strong analytical, financial modeling, and project management skills.
• Ability to manage highly sensitive and confidential information.
• Strong communication and presentation skills.
• Certified Compensation Professional, Certified Executive Compensation Professional, or related professional certification.
• Proficiency with equity administration platforms.
• Experience supporting Compensation Committee processes.
• Experience within a large, publicly traded company.

Responsibilities

• Lead the execution and administration of executive compensation programs, including executive salary planning, annual incentive plans, long-term incentive programs, equity programs for all employees, and deferred compensation arrangements.
• Ensure programs are administered accurately, efficiently, and in compliance with applicable regulations and plan provisions.
• Manage executive compensation analyses and market assessments, evaluating competitive positioning and trends.
• Develop recommendations and insights to support compensation decisions and talent strategies.
• Serve as liaison to the Board of Directors on compensation and equity matters; partner with Finance to administer Director pay and stock awards.
• Oversee preparation of materials for Compensation Committee meetings and disclosures, including proxy statements and SEC filings.
• Own administration of Equity Award Plans, including grants and vesting for RSUs/PSUs and deferred compensation.
• Lead projects, system implementations, process improvements, and vendor management; drive operational excellence in compensation processes.
• Provide leadership and development to compensation staff and consult on offers, retention, severance, and special analyses.
• Perform other duties as directed.

Skills

Leadership

Project management

Analytical skills

Communication

Confidential information handling

Financial modeling

Stakeholder collaboration

Education

Bachelor's degree in HR/Business/Finance/Accounting

Tools

Equity administration platforms

Job description

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

Executive Compensation Manager

Human Resources Boston, MA, US

2 days ago Requisition ID: 2283

Salary Range: $140,000.00 To $160,000.00 Annually

Purpose of Position:

The Executive Compensation Manager is responsible for the administration, execution, and continuous improvement of executive compensation programs, including executive base salary, annual incentives, long-term incentives for all recipients, equity plans, deferred compensation, and governance-related processes. The role serves as a strategic partner to Compensation leadership and collaborates closely with Legal, Finance, Human Resources, Payroll, and external advisors to help ensure executive compensation programs remain competitive, compliant, and aligned with business objectives. The position provides leadership for executive compensation operations, oversees critical annual processes, supports Compensation Committee activities, and manages complex executive compensation projects. This position reports to the Head of Total Rewards & HRIS and operates with substantial independence. The incumbent is accountable for departmental executive compensation processes, manages complex projects, and influences executive compensation decisions through analysis, expertise, and strategic recommendations.

Essential Job Functions:

• Lead the execution and administration of executive compensation programs, including executive salary planning, annual incentive plans, long-term incentive programs, equity programs for all employees, and deferred compensation arrangements. Ensure programs are administered accurately, efficiently, and in compliance with applicable regulations and plan provisions.
• Manage executive compensation analyses and market assessments. Evaluate competitive positioning, compensation trends, peer group practices, and emerging market developments. Develop recommendations and insights to support compensation program decisions and executive talent strategies.
• Serve as liaison to members of the Board of Directors on compensation and equity award matters. Partner with the Finance team to administer Director pay and stock awards.
• Oversee preparation of executive compensation materials supporting Compensation Committee meetings and executive compensation disclosures, including proxy statement and Compensation Discussion and Analysis preparation and related SEC filings. Partner with Legal and external advisors to support compliance with SEC, IRS, SOX, stock exchange, and other regulatory requirements.
• Own the administration of the Bank's Equity Award Plans, including grants and vesting for restricted stock units, performance stock units, and executive deferred compensation programs.
• Lead executive compensation projects, including system implementations, process enhancements, equity administration improvements, vendor management activities, and program redesign initiatives. Drive operational excellence and continuous improvement across executive compensation processes.
• Provide leadership, coaching, and development to executive compensation staff. Partner with senior Human Resources leaders, Finance, Legal, Payroll, and executive management on executive compensation matters. Consult on executive offers, retention arrangements, severance programs, and special compensation analyses.
• Perform other duties as directed.

Knowledge, Skills and Experience Requirements

• Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related field.
• Minimum of 10 years of compensation experience, including at least 5 years of executive compensation experience.
• Minimum of 3 years of leadership, project leadership, or people management experience.
• Significant experience supporting executive compensation programs in a publicly traded company.
• Knowledge of executive compensation regulations, disclosure requirements, and governance practices.
• Strong analytical, financial modeling, and project management skills.
• Ability to manage highly sensitive and confidential information.
• Strong communication and presentation skills.
• Certified Compensation Professional, Certified Executive Compensation Professional, or related professional certification.
• Proficiency with equity administration platforms.
• Experience supporting Compensation Committee processes.
• Experience within a large, publicly traded company.

Our job titles may span more than one career level. The starting base salary for this role is between $140,000.00 – $160,000.00. The actual base pay is dependent upon many factors, such as: training, transferrable skills, work experience, business needs and market demands. The base pay range is subject to change and may be modified in the future.

Hybrid Work Model

Effective February 18, 2025, employees in office-based positions will be working a Hybrid work schedule consisting of three days or more, on-site per week, Monday - Thursday, although the specific days may vary by site or organization, with Friday designated as a remote-working day, unless business critical tasks require an on-site presence. This Hybrid work model does not apply to, and daily in-person attendance is required for, the contact center, branch service roles, and general services where the work to be performed is located at a Company site; positions covered by a collective-bargaining agreement (unless the agreement provides for hybrid work); or any other position for which the Company has determined the job requirements cannot be reasonably met working remotely. Please note, this Hybrid work model guidance does not apply to roles that have been designated as “remote”.