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 presenting to Executives/Boards.
• Knowledge of global regulatory environments.
• Familiarity with incentive compensation management software (i.e. Varicent).
• Familiarity with CRM and HRIS platforms (i.e. Salesforce, Oracle).

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