Sr. Manager Exec Compensation

Basic Function

The Senior Manager, Executive Compensation plays a key role in the management of LYB’s executive compensation programs and activities. This position will be responsible for the design, administration, and management of LYB’s programs ensuring our executive compensation packages are competitive, equitable, and align with the our strategic objectives. The ideal candidate will bring expertise in executive compensation, a strategic mindset, and a collaborative spirit to our Total Rewards team. 

This impactful and pivotal role will lead the proxy process, assist with preparation of the Compensation Discussion and Analysis (CD&A), and lead the preparation of materials presented to LYB’s Compensation and Talent Development Committee. This position will collaborate with cross-functional teams to ensure that our executive compensation strategies align with our business objectives and attract, retain, and empower top talent. This role is a trusted partner and advisor to business leadership and HR Business Partners on Executive Compensation best practices and design principles. This is an exciting opportunity to contribute to a fast-paced, innovative company that values employee success and growth.

Roles & Responsibilities

• Analysis of compensation elements, levels and practices to assess market competitiveness of executive compensation.
• Development of compensation strategies supporting the Company’s strategy.
• Assist with the design, development and review of the annual bonus and long-term incentive program of executives.
• Assist with the design, development, implementation and management of new programs administered by Executive Services. 
• Analyze the financial performance of peer companies to assess relative performance for compensation programs.
• Review and analyze executive compensation programs in light of proxy advisory firm guidelines.
• Collaborate with legal counsel and financial reporting on drafting annual proxy disclosures, annual report (10-K) footnotes and Dutch annual report. Assist in the development of the Human Capital messaging for public disclosure. 
• Assist in the research of compensation related accounting and tax rules, securities law and corporate governance issues.
• Assist with the administration, coordination and communication of executive compensation services programs including Restricted Stock Units, Stock Options, and Performance Share programs for applicable events including new hires, terminations, retirements, annual deferral elections, dividend equivalent payments, and incentive plan payments.
• Assist with the administration of the global Employee Stock Purchase Program (ESPP) including design changes and expansion into new countries.
• Communicate new executive compensation plans and changes to existing plans by preparing announcement materials, booklets, and other resources.
• Partner with external vendors to manage the Board of Director compensation and payment process.
• Manage the Company’s non-qualified deferred compensation program, including open enrollment, coordination with external vendor, distribution of payments and research as issues arise. 
• Counsel Human Resources colleagues regarding executive compensation issues. Prepare and conduct presentations to Human Resources colleagues and business leaders on executive compensation matters. 

Min. Qualifications

• Bachelor’s degree in business, HR or related fields; advanced degrees or professional certifications a plus.
• Minimum 10+ years of progressive experience in the field of executive compensation, Total Rewards or relevant experience; consulting experience in broad-based or executive compensation is a plus.
• Proficiency to advanced proficiency in Microsoft Excel, PowerPoint and Word.
• Must possess significant experience in data analysis to develop innovative program designs and create information for effective decision making.  
• Excellent interpersonal skills, a collaborative style, the ability to communicate effectively at all levels and exceptional attention to detail.
• Capable of taking a Company-wide perspective, displaying the ability to see the “bigger picture”.  Champions change as needed.

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Competencies