Manager, Executive Compensation and Benefits

About the Role

The Manager, Executive Compensation supports the design, analysis, administration, governance, and communication of executive and long-term incentive compensation programs, translating complex compensation information into clear recommendations and decision materials for senior leadership and the Compensation Committee.

Key Responsibilities/Duties: Manage key components of executive compensation programs, including base salary, annual incentive, long-term incentive, deferred compensation, and non-employee director compensation processes. Prepare high-quality Compensation Committee materials, executive presentations, analyses, and supporting documentation that clearly communicate key issues, alternatives, and recommendations.

Conduct executive compensation market benchmarking, peer-group analysis, pay positioning, and pay-for-performance assessments to support competitive and well-governed compensation decisions. Support the annual executive compensation cycle by coordinating data, timelines, approvals, and deliverables across Human Resources, Finance, Legal, Tax, Payroll, and other stakeholders.

Partner on the administration and oversight of equity, notional fund, and other long-term incentive programs, including grants, vesting, reconciliations, data validation, reporting, and participant communications.

Support required executive compensation disclosures and governance activities, including proxy compensation content, Compensation Discussion and Analysis, compensation tables, and Section 16 reporting, in partnership with Legal and Finance. Monitor regulatory, governance, tax, accounting, and market developments affecting executive compensation and recommend updates to programs, policies, controls, and processes.

Maintain accurate executive compensation data and develop reports, dashboards, and analyses that identify trends, risks, and opportunities and enable data-driven decisions. Coordinate with external compensation consultants, equity administrators, survey providers, and other vendors to support benchmarking, program administration, and special projects.

Document and improve executive compensation processes, controls, calendars, and procedures to strengthen accuracy, efficiency, consistency, and audit readiness. Provide practical guidance to HR partners and business leaders on executive compensation matters, escalating complex or high-risk issues as appropriate.

Lead or contribute to special projects involving organizational changes, transactions, plan changes, or other executive and equity compensation priorities. Skills/Personal Attributes Required: 6-8 years of experience Bachelor's degree in Human Resources, Finance, Accounting, Business, Economics, or a related field.

Progressively responsible compensation experience, including direct exposure to executive compensation, equity compensation, long-term incentives, or closely related work. Strong analytical capability, with the ability to interpret compensation, financial, and market data and translate findings into practical recommendations.

Advanced proficiency in Microsoft Excel and PowerPoint, including the ability to develop accurate analyses and concise, executive-ready presentations that tell a clear story. Strong project-management and organizational skills, with the ability to manage recurring cycles, competing priorities, confidential information, and time-sensitive deliverables.

Clear written and verbal communication skills and the judgment to work effectively with senior leaders and cross-functional partners. Working knowledge of executive compensation governance, long-term incentive practices, and applicable legal, regulatory, tax, and accounting considerations. High attention to detail, discretion, sound judgment, accountability, and a continuous-improvement mindset.

Preferred Qualifications

• Experience in a public company, financial services firm, or other complex, regulated, global organization.
• Experience supporting a Compensation Committee, proxy compensation disclosures, executive market benchmarking, or equity-plan administration.
• Certified Compensation Professional (CCP), Certified Executive Compensation Professional (CECP), Certified Equity Professional (CEP), or similar credential.

Full Time / Part Time Full time Worker Type Employee Job Exempt (Yes / No) Yes Workplace Model Pursuant to Invesco's Workplace Policy, employees are expected to comply with the firm's most current workplace model, which as of October 1, 2025, includes spending at least four full days each week working in an Invesco office.

This reflects our belief that spending time together in the office helps us build stronger relationships, collaborate more easily, and support each other's growth and development. The above information on this description has been designed to indicate the general nature and level of work performed by employees within this role.

It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The job holder may be required to perform other duties as deemed appropriate by their manager from time to time. Invesco's culture of inclusivity and its commitment to diversity in the workplace are demonstrated through our people practices.