About Acrisure  

A global fintech leader, Acrisure empowers millions of ambitious businesses and individuals with the right solutions to grow boldly forward. Bringing cutting-edge technology and top-tier human support together, we connect clients with customized solutions across a range of insurance, reinsurance, payroll, benefits, cybersecurity, mortgage services – and more.   

In the last eleven years, Acrisure has grown in revenue from $38 million to almost $5 billion and employs over 19,000 colleagues in more than 20 countries. Our culture is defined by our entrepreneurial spirit and all that comes with it: innovation, client centricity and an indomitable will to win. 

Job Summary: 

The Executive Compensation Manager will be responsible for the design, execution, and ongoing administration of our executive compensation programs. This role is instrumental in ensuring our compensation programs are market-competitive, aligned with business objectives, and compliant with regulatory requirements. 

Responsibilities 

Serve as a trusted advisor to senior leadership and HR business partners on executive compensation matters. 

Develop and implement executive compensation strategies aligned with the company’s business goals and IPO readiness. 

Partner with internal and external stakeholders to design and recommend short- and long-term incentive programs, including equity plans and performance-based awards. 

Provide modeling and scenario analysis to support decision-making on pay structures and equity allocation. 

Lead preparation and materials for Compensation Committee meetings, including benchmarking data and compensation proposals. 

Partner with Legal, Finance, and external advisors on executive pay governance and disclosures. 

Conduct market analyses using compensation surveys and peer benchmarking to ensure competitive positioning. 

Prepare board and executive-level materials with clarity and strategic insight. 

Collaborate with cross-functional teams to align total rewards programs with broader HR and business strategies. 

This description is not meant to be all-inclusive and may be modified from time to time at the discretion of management.  

Requirements 

The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.  

Education/Experience 

Bachelor’s degree in HR, Finance, Business, or related field. 

7+ years of progressive compensation experience, with a focus on executive compensation. 

Pre-IPO and/or public company experience strongly preferred. 

Deep understanding of compensation principles, incentive plan design, and regulatory requirements (e.g., IRC 409A, SEC, FASB, etc.). 

Strong analytical, modeling, and communication skills. 

Proven ability to influence and communicate with executives and board-level stakeholders. 

Detail-oriented with the ability to manage multiple priorities in a fast-paced environment. 

Candidates should be comfortable with an on-site presence to support collaboration, team leadership, and cross-functional partnership. 

Benefits & Perks: 

Competitive compensation  

Flexible vacation policy, paid holidays, and paid sick time   

Medical Insurance, Dental Insurance, and Vision Insurance (employee-paid)  

Company-paid Short-Term and Long-Term Disability Insurance  

Company-paid Group Life insurance  

Company-paid Employee Assistance Program (EAP) and Calm App subscription  

Employee-paid Pet Insurance and optional supplemental insurance coverage  

Vested 401(k) with company match and financial wellness programs  

Flexible Spending Account (FSA), Health Savings Account (HSA) and commuter benefits options  

Paid maternity leave, paid paternity leave, and fertility benefits  

Career growth and learning opportunities  

…and so much more! 

Please note: This list is not reflective of all benefits. Enrollment waiting periods or eligibility criteria may apply to certain benefits. Offerings may vary based on subsidiary entity or geographic location.  

Making a lasting impact on the communities it serves, Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Children's Hospital in Grand Rapids, Michigan, UPMC Children's Hospital in Pittsburgh, Pennsylvania and Blythedale Children's Hospital in Valhalla, New York.  

Acrisure is committed to employing a diverse workforce. All applicants will be considered for employment without attention to race, color, religion, age, sex, sexual orientation, gender identity, national origin, veteran, or disability status.  California residents can learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy available at www.Acrisure.com/privacy/caapplicant.  

Acrisure is committed to employing a diverse workforce. All applicants will be considered for employment without attention to race, color, religion, age, sex, sexual orientation, gender identity, national origin, veteran, or disability status.  California residents can learn more about our privacy practices for applicants by visiting the Acrisure California Applicant Privacy Policy available at www.Acrisure.com/privacy/caapplicant.
 

To Executive Search Firms & Staffing Agencies: Acrisure does not accept unsolicited resumes from any agencies that have not signed a mutual service agreement. All unsolicited resumes will be considered Acrisure’s property, and Acrisure will not be obligated to pay a referral fee. This includes resumes submitted directly to Hiring Managers without contacting Acrisure’s Human Resources Talent Department.