We are seeking a strategic and results-oriented Director, Executive Compensation & Variable Pay to lead the design, implementation, and administration of executive compensation programs, annual/long-term incentive plans, and other variable pay initiatives. This leader will ensure alignment with business objectives, market competitiveness, regulatory compliance, and governance standards while effectively supporting the attraction, retention, and motivation of key leadership talent.

General Responsibilities:

Executive Compensation Strategy & Design

Develop and execute compensation strategies for executives and senior leaders that support the company’s strategic goals.Design, analyze, and administer equity-based long-term incentives and deferred compensation plans.Partner with external consultants on competitive benchmarking, market trends, and pay-for-performance analyses.Prepare executive compensation proposals and materials for the Strategy Leadership Team (SLT) and Compensation Committee review.

Variable Pay & Incentive Programs

Design, Oversee the design and management of variable pay programs (equity incentives, sales incentives, production / operations incentives, project-based incentives, etc.).Ensure incentive plans are aligned with company goals, drive desired behaviors, and reward individual and organizational performance.Lead cross-functional collaboration with Finance, Legal, Total Rewards COE, and HRBPs to ensure appropriate governance and funding mechanisms.

Compliance & Governance

Ensure compliance with SEC regulations, proxy disclosures, tax laws, and other executive pay-related requirements.Collaborate with Legal, Finance, and Total Rewards COE on Compensation Committee materials, CD&A sections of the proxy, and internal audit reviews.Maintain up-to-date knowledge of compensation trends, legislation, and best practices.

Leadership & Collaboration

Manage and mentor a team of compensation professionals.Serve as a trusted advisor to the CHRO, CEO, and Compensation Committee.Serves as a member of the HR Leadership TeamSupport M&A due diligence, integrations, divestitures, and executive-level talent planning with a focus on compensation impacts.

Qualifications:

A university degree required (i.e. Bachelors degree) or equivalent relevant work experience10+ years of experience in compensation, with a focus on executive and incentive compensation.Deep understanding of executive compensation principles, regulatory landscape, and governance.Experience working with or preparing materials for a Board of Directors or Compensation Committee.Strong analytical, financial modeling, and communication skills.Proven ability to balance strategic thinking with tactical execution in a fast-paced, evolving environment.Experience with HR systems and equity platforms (i.e., Workday and E*TRADE)Certified Compensation Professional (CCP) or similar certification is a plus.

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Base Salary Range:

$162,400.00 - $223,300.00

At Sensata, our employees are the key to our success and growth.  We recognize that each individual brings their own unique experience, therefore the base salary range information shown above is a general guideline only.  Sensata considers several factors when extending an offer, including, but not limited to, a candidate’s experience and qualifications, as well as internal equity, market and business considerations. In addition to base salary, Sensata offers competitive medical, dental, vision, life and disability insurance plans, along with education reimbursement, wellness programs, a 401(k) retirement plan with Company matching, and a variety of paid time off, such as vacation or flex-time, sick, bereavement, and parental leave. Certain positions are also eligible for short-term incentive and long-term incentive programs.

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Employees work across functions, countries and cultures gaining new perspectives through mutual respect and open communication

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