Program Director, Executive & Variable Rewards

Why join us?

Our purpose is design for the good of humankind. It’s the ideal we strive toward each day in everything we do. Being a part of MillerKnoll means being a part of something larger than your work team, or even your brand. We are redefining modern for the 21st century. And our success allows MillerKnoll to support causes that align with our values, so we can build a more sustainable, equitable, and beautiful future for everyone.

GENERAL PURPOSE

The Program Director, Executive & Variable Rewards leads the design, governance, administration, and continuous improvement of MillerKnoll's executive compensation, annual/quarterly bonus programs and consultation on sales incentive designs. This role is responsible for establishing and executing operational and strategic plans that support executive pay practices aligned with business objectives, shareholder interests, talent strategy, and regulatory requirements. As the enterprise leader for executive compensation, the Director serves as a trusted advisor to executive leadership, Human Resources leadership, Finance, Legal, and the Compensation Committee of the Board of Directors. The role develops and implements executive compensation programs and policies that attract, retain, and motivate executive talent while ensuring effective governance and compliance. The Director leads executive compensation operations, manages associated resources and budgets, and develops team capabilities to drive organizational effectiveness and business results.

ESSENTIAL FUNCTIONS

Executive Compensation Leadership

• Lead the enterprise executive compensation function, including strategy execution, program administration, governance, and operational effectiveness.
• Develop short- and mid-term operational plans that support the overall Total Rewards and Human Resources strategy.
• Establish standards, processes, and governance frameworks for executive compensation programs.
• Manage executive compensation resources, budgets, consulting relationships, and priorities.

Compensation Committee & Board Support

• Direct the preparation and delivery of Compensation Committee and Board compensation materials.
• Develop executive compensation recommendations and alternatives for Compensation Committee review.
• Partner with Total Rewards and HR leaders, senior leaders and external advisors on executive pay strategy and governance matters.
• Ensure effective execution of Board-approved executive compensation programs.

Executive Compensation Programs

• Lead design, implementation, administration, and continuous improvement of: Executive base salary programs Annual and long-term incentive plans Equity program design and implementation Executive retention programs
• Evaluate program effectiveness and recommend enhancements to improve business outcomes and market competitiveness.

Governance, Compliance, and Risk

• Ensure compliance with applicable legal, regulatory, tax, accounting, disclosure, and governance requirements.
• Lead preparation and support of executive compensation disclosures, including proxy statement and CD&A activities.
• Establish controls and governance processes that mitigate compensation-related risk.
• Monitor emerging executive compensation trends and regulatory changes and implement appropriate responses.

Strategic Consulting & Business Partnership

• Provide executive compensation consultation to executive leadership, HR leadership, Finance, Legal, Investor Relations, and Talent Acquisition.
• Consult with Sales Incentive Administration teams on governance and design of programs.
• Support executive talent decisions including recruitment, retention, succession planning, organizational changes, and executive transitions.
• Enhance understanding of Executive and Variable Reward programs through effective communication.
• Lead compensation analyses related to mergers, acquisitions, divestitures, and restructuring initiatives.

Leadership

• Lead, coach, and develop executive compensation associates and/or external consulting resources.
• Provide direction, priority setting, and performance management for team members.
• Build organizational capability and succession plans within the executive compensation function.
• Foster collaboration across Human Resources and business leadership teams.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. 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 human resources, business, finance, economics, accounting, or related field.
• Master's degree preferred.
• 10 – 15 years of progressive compensation experience.
• 7+ years of executive compensation experience.
• Experience supporting Compensation Committees and Boards of Directors.
• Experience in a publicly traded company environment preferred.
• Prior leadership experience managing professionals, consultants, or complex cross-functional initiatives.

Certifications

• CCP, CECP, CEP, or equivalent professional certification preferred.

Knowledge, Skills & Abilities

• Mastery-level expertise in executive compensation strategy, governance, and program administration.
• Strong understanding of executive incentive plans, equity programs, executive benefits, and regulatory requirements.
• Strong financial, accounting, and business acumen.
• Proven ability to influence leaders outside of immediate functional responsibility.
• Exceptional analytical and problem-solving abilities.
• Demonstrated success leading complex projects and implementing new policies, standards, and operational plans.
• Excellent communication, presentation, and executive consultation skills.
• Ability to manage highly sensitive and confidential information.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Must be able to perform all essential functions of the position with or without accommodations.

Who We Hire?

Simply put, we hire qualified applicants representing a wide range of backgrounds and abilities. MillerKnoll is comprised of people of all abilities, gender identities and expressions, ages, ethnicities, sexual orientations, veterans from every branch of military service, and more. Here, you can bring your whole self to work. We’re committed to equal opportunity employment, including veterans and people with disabilities.

This organization participates in E-Verify Employment Eligibility Verification. In general, MillerKnoll positions are closed within 45 days and are open for applications for a minimum of 5 days. We encourage our prospective candidates to submit their application(s) expediently so as not to miss out on our opportunities. We frequently post new opportunities and encourage prospective candidates to check back often for new postings.

MillerKnoll complies with applicable disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact MillerKnoll Talent Acquisition at [email protected].