VP Executive & Incentive Compensation

Executive Compensation Strategy & Governance

Develop and maintain the executive compensation philosophy and strategy aligned to business priorities, talent needs, and shareholder/owner expectations.
Provide trusted advisory support to the CHRO and executive leaders on executive pay, competitive positioning, and retention risks.
Lead governance for executive pay decisions, including annual pay reviews, promotions, offers, and retention packages for executives and critical leaders.
Ensure a consistent and defensible approach to job evaluation, leveling, and benchmarking for executive roles.
Establish decision frameworks and controls for discretionary awards, one-time grants, and special arrangements.
Partner with key stakeholders on contract terms (i.e., employment agreements, severance, non-competes, claw backs) and ensure program documentation is equitable and consistent.
Ensure executive and incentive programs comply with relevant laws, regulations, and governance requirements.
Implement controls and audit-ready processes for plan administration, approvals, and data integrity.
Partner with VP Total Rewards on STI, LTI, and other incentive compensation programs.

Incentive Programs

Oversee enterprise incentive governance across functions to drive consistency, transparency, and operational excellence.
Partner with Finance and business leadership to define performance measures, targets, thresholds, and payout curves to reinforce strategy execution.
Lead periodic assessments of program effectiveness (e.g., performance differentiation, goal rigor, cost vs. outcome).
Lead strategy, modeling, and administration for long-term incentive design (equity and/or cash-based LTIP), including award guidelines, grant practices, and vesting/performance features.
Support organizational change initiatives related to sales and marketing compensation and incentives ensuring plans are understood, properly implemented and financially sustainable.

Analytics, Modeling, and Market Intelligence

Lead market pricing and benchmarking using reputable survey sources; interpret trends and recommend actions to remain competitive.
Deliver clear analytics and insights (i.e. pay mix, competitiveness, internal equity, incentive outcomes, cost modeling).
Build executive-ready summaries and dashboards to support compensation decisions and governance.

Leadership & Operations

Lead and develop a high-performing executive compensation function; establish standards and scalable processes.
Improve operational efficiency through automation, documentation, and streamlined governance workflows.
Manage relationships with executive compensation consultants and other vendors as needed.
Partner with Sales, Marketing, and Finance leaders to align compensation programs with business goals.
Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now.
Completes all required Company training/compliance courses as assigned.
Adheres to Company standards and maintains compliance with all policies and procedures.

Executive Compensation Strategy & Governance

Develop and maintain the executive compensation philosophy and strategy aligned to business priorities, talent needs, and shareholder/owner expectations.
Provide trusted advisory support to the CHRO and executive leaders on executive pay, competitive positioning, and retention risks.
Lead governance for executive pay decisions, including annual pay reviews, promotions, offers, and retention packages for executives and critical leaders.
Ensure a consistent and defensible approach to job evaluation, leveling, and benchmarking for executive roles.
Establish decision frameworks and controls for discretionary awards, one-time grants, and special arrangements.
Partner with key stakeholders on contract terms (i.e., employment agreements, severance, non-competes, claw backs) and ensure program documentation is equitable and consistent.
Ensure executive and incentive programs comply with relevant laws, regulations, and governance requirements.
Implement controls and audit-ready processes for plan administration, approvals, and data integrity.
Partner with VP Total Rewards on STI, LTI, and other incentive compensation programs.

Incentive Programs

Oversee enterprise incentive governance across functions to drive consistency, transparency, and operational excellence.
Partner with Finance and business leadership to define performance measures, targets, thresholds, and payout curves to reinforce strategy execution.
Lead periodic assessments of program effectiveness (e.g., performance differentiation, goal rigor, cost vs. outcome).
Lead strategy, modeling, and administration for long-term incentive design (equity and/or cash-based LTIP), including award guidelines, grant practices, and vesting/performance features.
Support organizational change initiatives related to sales and marketing compensation and incentives ensuring plans are understood, properly implemented and financially sustainable.

Analytics, Modeling, and Market Intelligence

Lead market pricing and benchmarking using reputable survey sources; interpret trends and recommend actions to remain competitive.
Deliver clear analytics and insights (i.e. pay mix, competitiveness, internal equity, incentive outcomes, cost modeling).
Build executive-ready summaries and dashboards to support compensation decisions and governance.

Leadership & Operations

Lead and develop a high-performing executive compensation function; establish standards and scalable processes.
Improve operational efficiency through automation, documentation, and streamlined governance workflows.
Manage relationships with executive compensation consultants and other vendors as needed.
Partner with Sales, Marketing, and Finance leaders to align compensation programs with business goals.
Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now.
Completes all required Company training/compliance courses as assigned.
Adheres to Company standards and maintains compliance with all policies and procedures.

To fulfill this role successfully, the individual should possess the following qualifications, knowledge, skills, abilities, and experience:

Deep expertise in compensation, including executive compensation and incentive plan design.
Strong expertise in incentive plan mechanics, performance measures design, and pay-for-performance alignment.
Advanced analytical and financial modeling skills; ability to translate complex data into clear recommendations.
Ability to influence executive leaders and drive enterprise-wide changes.
Strong analytical and financial acumen.
Advanced Excel and data visualization skills.
Strong communication and people leadership skills.

In addition, the following qualifications, knowledge, skills, abilities, and experience are preferred:

Experience in hospitality, travel, or consumer-facing industries.

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