Spirit Airlines

  • Sr. Director of Executive & Broad–based Compensation

    Job Locations US-FL-Miramar
    Posted Date 1 month ago(12/4/2018 1:07 PM)
    Requisition ID
    Human Resources
    Position Type
  • Overview

    As a member of the HR management team, the Head of Executive & Broad-based Compensation ensures effective business partnering to develop programs and winning solutions that attract, reward, and retain top talent. This key role is responsible for the development, implementation, communication, support and administration of organization’s executive & broad-based compensation programs that will enable the company.


    Strategy & Business Partnering

    • Establish the strategic direction for compensation policy development and programs including variable pay programs, salary planning, budget cycles, short and long-term incentive plans and executive compensation.
    • Advise and influence senior management on total rewards philosophy. Provide thought leadership across the business on major compensation initiatives linking programs to overall compensation philosophy and corporate programs. Develop, recommend, and execute plans to address the business needs that will support business strategy and support the company business objectives through pay-for-performance.
    • Partner with Business Partners to deliver innovative solutions that are the highest quality and deliver outcomes that meet business needs and align with our core values.
    • Communicate and align programs to HR Business Partners, executives, management, and employees.

    Finance & Analytics

    • Partner with Finance on compensation programs to ensure alignment with costs and practices.
    • Analyze metrics and produce insights utilizing the P&L and financial statements.
    • Collaborate with accounting and FP&A team to develop executive compensation report-outs, forecast future financial impacts and create informational overviews.
    • Consolidate information and produce reports to be used for management decision making.
    • Ensure proper documentation and audit processes are developed, approved, and followed.

    Broad-based Compensation Management & Operations

    • Monitor and analyze benchmark data, trend information, and economic projections to ensure the company total rewards and compensation strategy maintains a competitive market position and responsive to the business needs.
    • Provide solutions on matters such as job evaluations, job offers, promotional increases, total compensation assessments, special pay studies, process improvements, evaluation of programs and competitive rewards.
    • Manage and maximize vendor relationships, consultants, and other external resources.
    • Ensure compensation, policies, and pay-for-performance initiatives comply with legal, federal, state, and industry laws and regulatory requirements.
    • Design and support the execution of performance management, compensation programs (e.g. annual and biannual performance review process, variable compensation plans, equity and executive compensation programs.
    • Design and facilitate workshops to educate manager and employees on compensation programs.
    • Review compensation of external candidates and provide recommendations on new hire compensation packages.
    • Lead annual compensation benchmarking exercise providing insight into the organizations competitiveness. Provide input into the HR strategy utilizing internal historical data and insights and external market data.

    Executive Compensation – Planning & Operations

    • Serve as internal consultant and expert for executive compensation best practices, industry trends, legislative regulations, compliance issues, and market competitiveness.
    • Design and manage all elements of executive compensation, including cash and equity programs, ensuring integration and alignment of executive pay with overall company goals and objectives.
    • Communicates compensation and equity plans to senior executives in all compensation elements, including base pay, incentive and equity plans. Conduct competitive compensation benchmarking for executive population. Prepare compensation recommendations for senior leadership positions and analyze and update the salary range structure for executive level positions, as necessary.
    • Monitor dilution impact of Long-Term Incentives and maintain adequate levels of shareholder impact on equity practices.
    • Create Board of Director materials, attend, participate and contribute to Compensation Committee meetings.
    • Work with Legal team in creating and publishing annual proxy materials, including Compensation Discussion and Analysis (CD&A).
    • May perform other responsibilities as assigned. Responsibilities and duties may change due to operational needs.


    • Bachelor’s degree in human resources, business or related field
    • 10+ years of progressively responsible experience in compensation & human resources
    • Minimum of 5 years in a leadership role
    • Minimum of 3 years in executive compensation
    • Superior written & oral presentation and communication skills delivering meaningful conversations to executive and board level leadership  
    • Strong project management skills and process orientation.  Demonstrated ability to assess needs, design and implement processes across groups.
    • Strong understanding of metrics, financial P&L, and cash management, ability to forecast and prepare accurate budgets.

    *Please be advised that you will be asked to complete a required assessment to be considered for this position. This assessment will be emailed to you after you apply. Please be sure to check your Spam folder and/or junk mail if you do not receive it.*


    We offer a competitive salary and comprehensive benefits to our team members including medical, dental, STD, LTD, life insurance, 401(k), paid time off, travel benefits and much more. We strive to maintain a professional, yet friendly environment and promote professional and career development for our team members.

    EEOC Statement

    Spirit Airlines is an Equal Employment Opportunity employer. All aspects of employment are governed on the basis of merit, competence and qualifications without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or any other category protected by federal, state, or local law.


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