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Executive Compensation Director

About this role:

Wells Fargo is seeking an Executive Compensation Director to join our Total Rewards team.

In this role, you will:

  • Assess, design, gain approval for, implement, and administer executive compensation and related programs in response to our evolving performance, talent, and/or risk and regulatory needs.
  • Develop materials for all meetings with the Human Resources Committee of the Board of Directors and manage the administrative processes prior to and following the meetings.
  • Prepare and deliver relevant sections of the annual proxy statement, including the “Compensation Discussion & Analysis,” compensation tables, and “Pay vs. Performance Summary,” Form 8-Ks, and investor engagement materials.
  • Support colleagues in Talent Acquisition, Legal, and Finance with the development and administration of offers and agreements with member of our Operating Committee and other senior leaders.
  • Partner with colleagues in Regulatory and other Human Resources areas to assess and respond to regulatory inquires involving the design and administration of our executive compensation programs and the underlying strategies.
  • Design, implement, and administer process and controls and manage related initiatives that align with our risk and control framework.
  • Partner with colleagues across the various areas of Executive Compensation and Total Rewards to advance our issue identification, reporting, and management workstream.
  • Manage and develop multiple teams of managers and professional individual contributors with focus on delivering services of moderate to high complexity and risk for cross-functional stakeholders and internal partners.
  • Identify opportunities and strategies for process improvement and risk control development.
  • Assess and anticipate changes in internal and external compensation environment by monitoring financial services peer group disclosures, participating in industry round tables, participating in relevant surveys, and through research efforts initiated by the Executive Compensation Design and Delivery Team.
  • Engage regularly with colleagues within Total Rewards to ensure a common understanding of business needs and initiatives not specific to Wells Fargo’s executive compensation or enterprise-wide compensation programs.
  • Partner with Human Resources to initiate best practices and process improvements to maximize resources and ensure alignment with business, compensation, and Human Resources objectives.
  • Manage, implement, and recommend improvements to compensation policies, standards, incentive design, and processes to ensure effective risk management in accordance with internal and regulatory requirements.
  • Provide guidance and counsel to executive management at the Operating Committee level and partner with more experienced Human Resources leaders in driving the human capital plans for the businesses where compensation is a strategic driver.
  • Consult with leaders on performance management framework and application to the business.
  • Interpret and develop a range of policies and procedures for operations with moderate to high complexity and risk.
  • Collaborate with and influence all levels of professionals, including more experienced leadership.
  • Manage allocation of people and financial resources within the Executive Compensation Design and Delivery Team.
  • Develop and guide a culture of talent development to meet business objectives and strategy.
  • Lead and support efforts by HR functional leaders to assess and respond to findings from our Global Employment Survey and other sources to improve the work experience of our colleagues and the employee experience across the enterprise.

Required Qualifications:

  • 8+ years of Compensation experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education
  • 4+ years of Management experience

Desired Qualifications:

  • Proven extensive executive compensation experience, with direct exposure to supporting or leading Board and Committee workstreams involving executive compensation and human capital topics.
  • Experience supporting risk and regulatory workstreams involving executive compensation.
  • Experience with SEC filings, including drafting the Compensation Discussion & Analysis section of the annual proxy statement, Form 8-Ks, etc.
  • Strong desire to develop teams, challenge processes, lead with a risk mindset, and transform our business – i.e., build and sustain a “best in class” executive compensation department.
  • Effective communications skills and experience, including presentations, white papers, and executive communication documents.
  • Ability to develop trust and work effectively with various stakeholder groups.
  • Understand the design of our executive compensation program and how it supports our pay-for-performance, risk management, and executive talent objectives.
  • Ability to prioritize, self-manage, multi-task, delegate, and identify and meet deadlines in a fast-paced environment.
  • Executive presence and ability to think on your feet and respond in real-time.
  • Comfort with dealing with ambiguity involving highly complex topics.
  • Experience developing people, building, and leading high performing teams.
  • Understanding of legal, financial, tax, and accounting considerations.
  • Track record of success in transforming a business, department, or team.
  • Proficiency in key perimeter areas of Executive Compensation Design & Delivery: equity administration, long-term cash/nonqualified deferred compensation administration, split dollar life insurance contracts, departure and retention agreements, executive contracts, and HR mergers and acquisitions.

Job Expectations:

  • Ability to quickly grasp and understand a high volume of complex topics.
  • Deliver high quality, strategic work on time throughout the year.
  • Demonstrate and support processes and controls that govern our work.
  • Build trust and rapport with colleagues across all levels of the organization.
  • Be an effective advocate for your team.
  • Ability to scale and manage additional teams and workstreams within executive compensation in the future.

Posting End Date: 

24 Jul 2024

*Job posting may come down early due to volume of applicants.

We Value Diversity

At Wells Fargo, we believe in diversity, equity and inclusion in the workplace; accordingly, we welcome applications for employment from all qualified candidates, regardless of race, color, gender, national origin, religion, age, sexual orientation, gender identity, gender expression, genetic information, individuals with disabilities, pregnancy, marital status, status as a protected veteran or any other status protected by applicable law.

Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit’s risk appetite and all risk and compliance program requirements.

Candidates applying to job openings posted in US: All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other legally protected characteristic.

Candidates applying to job openings posted in Canada: Applications for employment are encouraged from all qualified candidates, including women, persons with disabilities, aboriginal peoples and visible minorities. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process.

Applicants with Disabilities

To request a medical accommodation during the application or interview process, visit Disability Inclusion at Wells Fargo.

Drug and Alcohol Policy


Wells Fargo maintains a drug free workplace.  Please see our Drug and Alcohol Policy to learn more.

Wells Fargo Recruitment and Hiring Requirements:

a. Third-Party recordings are prohibited unless authorized by Wells Fargo.

b. Wells Fargo requires you to directly represent your own experiences during the recruiting and hiring process.

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