Director, Executive Compensation

WHO WE ARE

As the nation's largest producer of clean, carbon-free energy, Constellation is focused on our purpose: accelerating the transition to a carbon-free future. We have been the leader in clean energy production for more than a decade, and we are cultivating a workplace where our employees can grow, thrive, and contribute.

Our culture and employee experience make it clear: We are powered by passion and purpose. Together, we're creating healthier communities and a cleaner planet, and our people are the driving force behind our success. At Constellation, you can build a fulfilling career with opportunities to learn, grow and make an impact. By doing our best work and meeting new challenges, we can accomplish great things and help fight climate change. Join us to lead the clean energy future.

TOTAL REWARDS

Constellation offers a wide range of benefits and rewards to help our employees thrive professionally and personally. We provide competitive compensation and benefits that support both employees and their families, helping them prepare for the future. In addition to highly competitive salaries, we offer a bonus program, 401(k) with company match, employee stock purchase program comprehensive medical, dental and vision benefits, including a robust wellness program paid time off for vacation, holidays, and sick days and much more.

Expected salary range of $204,300 to $227,000, varies based on experience, along with comprehensive benefits package that includes bonus and 401(k).

PRIMARY PURPOSE OF POSITION

The Director, Executive Compensation is responsible for leading the development, implementation, and administration of executive compensation programs and strategies aligned with the organization's objectives. This role ensures that executive compensation is competitive, equitable, and compliant with regulatory requirements while supporting the organization's goals for attracting, retaining, and motivating top executive talent.

PRIMARY DUTIES AND ACCOUNTABILITIES

&bull Design and implement executive compensation programs: Develop comprehensive executive compensation plans, including base salary, bonuses, equity incentives, and benefits.

&bull Monitor regulatory compliance: Stay current with industry&rsquos best practices ensuring all executive compensation practices comply with relevant laws, guidelines, and industry standards. (e.g., SEC rules, IRS Code 409A and 162 (m), proxy disclosures)

&bull Conduct market analysis: Perform benchmarking studies and market analysis to ensure competitive and fair compensation practices.

&bull Collaborate with senior leadership: Work closely with senior management and the board of directors to align compensation strategies with organizational goals and objectives.

&bull Collaborate cross-functionally: Partner with Finance and Legal teams in executing all compensation and recognition programs.

&bull Manage annual compensation planning: Lead successful annual compensation planning with client groups, but not limited to execution of base salary, bonuses, long term incentives, and all related communications and administration.

&bull Manage executive compensation communication: Develop communication plans to ensure executives understand their compensation packages and the performance metrics associated with them.

&bull Provide strategic advice: Offer guidance and recommendations to senior leadership on executive compensation matters, including trends, best practices, and potential risks.

&bull Prepare reports and presentations: Partner with senior leadership and other critical stakeholders to provide recommendations and create materials for the Compensation Committee.

&bull Oversee compensation audits: Manage internal audits and reviews of executive compensation practices to ensure accuracy and compliance.

&bull Lead special projects: Manage executive compensation-related projects, such as mergers and acquisitions, organizational restructuring, and compensation plan redesigns.

&bull Optimize Capacity: Identify opportunities to reengineer business processes for improved efficiencies, decision making, and quality control.

MINIMUM QUALIFICATIONS

&bull Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.

&bull At least 10 years of experience in compensation management, with 3 &ndash 5 years specifically in executive compensation.

&bull Strong knowledge of executive compensation practices, regulatory requirements, and industry standards.

&bull Proven ability to develop and implement compensation strategies aligned with organizational goals.

&bull Excellent analytical, communication, and presentation skills.

&bull Proficiency in compensation management software and tools.

&bull Strong leadership and interpersonal skills, with the ability to collaborate effectively with senior management and board members.

PREFERRED QUALIFICATIONS

&bull Master's degree in Human Resources, Business Administration, Finance, or a related field.

&bull Professional certification in executive compensation (e.g., CCP, CEP).

&bull Experience managing or advising on compensation for C-Suite or senior leadership

&bull Experience working in a public company or a large multinational organization.

&bull Demonstrated success in developing and managing equity incentive programs.

&bull Familiarity with global compensation practices and trends.

&bull Strong project management skills and experience leading cross-functional teams.

&bull Ability to navigate complex regulatory environments and provide strategic guidance.