Iron Mountain Director, Executive Compensation in Boston, Massachusetts
At Iron Mountain we protect what our customers value most, from the everyday to the extraordinary, while helping them bridge the physical and digital world. Our people have the opportunity to bring their creativity to a workplace that thrives on change. Here, you will be part of a team that doesn’t just embrace what’s exceptional. It creates exceptional.
Director, Executive Compensation
The Director of Executive Compensation will play a key role on the Iron Mountain total rewards team, maximizing the effectiveness of executive compensation programs. The Director will lead the overall design, administration, implementation, and communication of executive compensation and equity programs. This position will drive the strategy around all facets of executive pay including plan design and equity awards, and will participate in other compensation projects, as needed.
Lead the planning, development and implementation of the company’s executive compensation programs, policies, design and procedures to be responsive to the rewards strategy and company goals.
Serve as a subject matter expert in executive compensation for the organization on market dynamics and industry trends. Innovate in overall plan design and administration to attract and retain the best and brightest workforce.
Drive the process for the timely development and preparation of all materials for the Compensation Committee of the Board of Directors, in conjunction with the legal and finance teams.
Responsible for leading the effort on all executive compensation disclosures/SEC filings (including the proxy statement, CD&A and summary compensation tables, 8-K, Form-4, etc.) and coordinate information sharing with the legal team.
Provide strategic, governance and technical guidance on executive compensation issues and ensure all programs meet SEC, GAAP accounting and FASB/IASB regulations, and ISS guidelines.
Collaborate with Iron Mountain’s international compensation and benefits teams to assist in the implementation and rollout of company-wide executive compensation programs.
Conduct competitive benchmarking and survey analysis to evaluate the appropriateness of executive pay levels and programs; research and resolve issues of pay for internal equity and external competitiveness.
Consult with senior executives and human resources partners on complex executive hires, promotions, terminations, and special arrangements related to compensation.
Participate on acquisition due diligence and integration teams as a subject matter expert on executive compensation.
Leverage external networks to remain current on prevalent executive compensation programs, trends, and best practices.
Manage stock plan administration and the effective deployment and reporting of all equity awards and employee stock purchase plan activity for employee participants and non-employee Directors.
Ten to fifteen years of overall compensation experience with more than five years specifically in executive compensation at a global publicly traded company or compensation consulting firm specializing in executive compensation; a combination of consulting and corporate experience is highly desirable.
Ability to influence the CEO, CFO, General Counsel and other senior executive leadership is key. Presentation skills suitable for senior level audiences.
An obvious strength in communications and comfortable with all levels in a corporate structure. Able to explain technical detail to those with less knowledge and discuss specifics with those who have more experience.
Demonstrated ability to team with other departments and subject matter experts to deliver collaborative and successful outcomes on complicated issues.
Action-oriented with the ability to multi-task, collaborate, and deliver.
Possesses advanced financial and analytical skills.
Strong experience in financial modeling and the ability to think strategically, analytically, and creatively.
Organizational agility and the ability to deal with ambiguity and adapt to change rapidly in time sensitive situations.
Customer-oriented with an appreciation for the unique issues involved in executive pay programs.
Requires a bachelor’s degree from an accredited university in a related discipline (e.g., business, finance, economics, law); advanced degree preferred (e.g., MBA, JD).
Certified Compensation Professional (CCP) and/or Certified Executive Compensation Professional (CECP) preferred.
Category: Human Resources Group
Iron Mountain is committed to a policy of equal employment opportunity. We recruit and hire applicants without regard to race, color, religion, sex (including pregnancy), national origin, disability, age, sexual orientation, veteran status, genetic information, gender identity, gender expression, or any other factor prohibited by law.
To view the Equal Employment Opportunity is the Law posters and the supplement, as well as the Pay Transparency Policy Statement, CLICK HERE