Director, Executive Rewards

Director, Executive Rewards

The job responsibilities outlined in this document are not exhaustive and may evolve over time and be reviewed according to business needs.

ROLE DESCRIPTION SUMMARY

The Director Executive Remuneration is responsible for the design, governance, implementation, and continuous improvement of SES's executive compensation programs globally. The role ensures remuneration practices support the company's business strategy, executive talent agenda, shareholder expectations, and regulatory requirements while maintaining market competitiveness and strong governance standards. As a trusted advisor to the Vice President Total Rewards, Human Resources Leadership Team, Senior Leadership Team and the Remuneration Committee, the role provides strategic insights and recommendations on executive compensation, incentives, and remuneration-related risk management.

The incumbent also plays an essential role in developing the team and advancing the Rewards function agenda across the organization, ensuring effective governance oversight, driving capability building, and delivering complex cross-functional projects.

The success of the role is reflected in the organization’s ability to communicate remuneration practices clearly, credibly, and transparently to employees, Company leadership, shareholders, and external market stakeholders, reinforcing trust and supporting the Company’s governance objectives.

PRIMARY RESPONSIBILITIES / KEY RESULT AREAS

1. Executive Compensation Strategy & Program Design

• Lead the development, review, and enhancement of executive remuneration strategies aligned with company objectives and talent priorities.
• Design and maintain short-term and long-term incentive plans for SLT and other senior executive leaders.
• Evaluate market trends, peer practices, and emerging remuneration developments to ensure external competitiveness and internal equity.
• Develop recommendations regarding executive pay positioning, compensation philosophy, and incentive design.

2. Compensation Committee & Board Support

• Serve as a remuneration subject matter expert supporting the Remuneration Committee and Board governance processes.
• Prepare executive compensation analyses, reports, presentations, and recommendations for Board and Committee meetings.
• Provide independent insights regarding remuneration risk, governance considerations, and shareholder perspectives.
• Coordinate and manage external executive compensation consultants as required.

3. Executive Compensation Governance & Compliance

• Ensure executive remuneration programs comply with applicable regulatory, legal, tax, disclosure, and corporate governance requirements across relevant jurisdictions.
• Monitor developments in remuneration regulations, governance codes, and investor expectations.
• Maintain robust governance frameworks, policies, and controls related to executive compensation decisions and approvals.

4. Incentive Plan Management & Performance Alignment

• Oversee the annual executive compensation cycle, including salary reviews, annual incentives, long-term incentive awards, and executive compensation planning.
• Partner with Finance, Legal and HR leadership to ensure alignment between business performance and incentive outcomes.
• Model compensation scenarios and evaluate financial and behavioral impacts of remuneration decisions.

5. Executive Talent & Retention Advisory

• Advise senior leadership on remuneration implications related to executive recruitment, retention, succession planning, and leadership transitions.
• Support the development of executive employment offers and retention arrangements.
• Conduct executive pay analyses to support key talent decisions.

6. Stakeholder Management & Market Intelligence

• Build effective partnerships with senior business leaders, Finance, Legal, Investor Relations, and external advisors.
• Lead executive remuneration benchmarking exercises and maintain awareness of peer company practices.
• Develop compelling executive compensation narratives for internal and external stakeholders.

7. Rewards Leadership & Function Stewardship

• Contribute to the development and execution of the overall Rewards strategy, ensuring alignment with business priorities, talent objectives, and organizational values.
• Provide governance oversight across Rewards programs, policies, and processes, promoting consistency, compliance, and effective risk management.
• Lead, coach, and develop team members, fostering technical excellence, capability building, and knowledge sharing across the function.
• Champion continuous improvement and innovation within the Rewards function, enhancing processes, tools, analytics, and service delivery.
• Lead and support complex cross-functional Rewards initiatives involving HR, Finance, Legal, Communications, Corporate Affairs, and business leaders.
• Support the development and execution of reward communication strategies, ensuring remuneration programs are communicated clearly, credibly, and transparently to employees, leadership, shareholders, and external stakeholders.
• Promote a culture of strong governance, accountability, and collaboration across the Rewards function and broader HR organization.
• Contribute to the advancement of the overall Rewards agenda through participation in strategic projects, transformation initiatives, and organizational capability-building efforts.

COMPETENCIES

Core Competencies

• Strategic Thinking
• Business Acumen
• Results Orientation
• Stakeholder Management
• Executive Presence
• Influencing and Negotiation
• High Ethical Standards and Integrity
• Judgment and Decision-Making
• Collaboration Across Functions
• Change Leadership

Functional Competencies

• Executive Compensation and Incentive Design
• Board and Compensation Committee Governance
• Equity and Long-Term Incentive Plans
• Compensation Analytics and Modelling
• Regulatory and Disclosure Requirements
• Corporate Governance Practices
• Talent Management and Succession Support
• Market Benchmarking and Reward Strategy
• Advanced Presentation and Communication Skills

QUALIFICATIONS & EXPERIENCE

Education

• Bachelor's degree in Human Resources, Finance, Business Administration, Economics, Law, or related field.
• Master's degree and/or professional reward certification (e.g., WorldatWork GRP/CCP, equivalent executive compensation qualification) preferred.

Experience

• Minimum 12–15 years of progressive compensation and benefits experience.
• Minimum 5 years of direct experience in executive compensation within multinational, publicly listed, or highly regulated organizations.
• Demonstrated experience supporting Board Compensation Committees and senior executive stakeholders.
• Strong experience designing and administering annual and long-term incentive programs.
• Proven track record managing executive compensation governance, disclosures, and regulatory compliance.
• Experience working across multiple countries and jurisdictions in a global environment.

Knowledge

• Deep understanding of executive remuneration market practices and governance frameworks.
• Strong financial literacy and ability to interpret company performance metrics.
• Advanced analytical and quantitative skills.
• Strong understanding of corporate governance and investor expectations regarding executive pay.

OTHER KEY REQUIREMENTS / COMMENTS

Key Performance Indicators

• Executive compensation programs remain market competitive and governance compliant.
• Successful annual compensation and incentive cycle execution.
• Quality and timeliness of Remuneration Committee and Board materials.
• Positive outcomes from governance, audit, and compliance reviews.
• Stakeholder satisfaction with remuneration advisory support.
• Strategic Rewards initiatives delivered and governance objectives achieved.
• Improved Rewards team capability, engagement, and succession readiness.

Main Interfaces

• Key stakeholders include the Vice President Total Rewards, Chief Human Resources Officer, Senior Leadership Team, Finance, Legal & Compliance, Investor Relations, External Compensation Consultants, Internal Audit

This role is based in Luxembourg and the successful candidate will be required to relocate.

SES and its Affiliated Companies are committed to providing fair and equal employment opportunities to all. We are an Equal Opportunity employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, pregnancy, sex, sexual orientation, gender identity, national origin, age, genetic information, protected veteran status, disability, or any other basis protected by local, state, or federal law.

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