Executive Compensation Manager

About Amalgamated Bank For over a century, Amalgamated Bank has been America’s Socially Responsible bank supporting thousands of people, organizations, causes and businesses. We work to make the world more equitable and sustainable for all by helping those who do good do better. Nonprofits, labor unions, advocacy groups, socially responsible businesses and others sharing a vision of positive change have all found a home in our community. Your money should align with your values, which is why Amalgamated Bank takes more than financial criteria into account when lending and investing. When lending & investing, we look for businesses with strong missions, and we refuse to invest our own dollars in funds that harm people or the planet.

Amalgamated Bank

Helping those who do good, do better. Member FDIC.

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A

amalgamatedbank.com

201-500 employees

Banking

New York, NY

1923

Public Company

16k LinkedIn followers

• The Executive Compensation Manager is responsible for the administration, execution, and continuous improvement of executive compensation programs, including executive base salary, annual incentives, long-term incentives for all recipients, equity plans, deferred compensation, and governance-related processes. The role serves as a strategic partner to Compensation leadership and collaborates closely with Legal, Finance, Human Resources, Payroll, and external advisors to help ensure executive compensation programs remain competitive, compliant, and aligned with business objectives. The position provides leadership for executive compensation operations, oversees critical annual processes, supports Compensation Committee activities, and manages complex executive compensation projects. This position reports to the Head of Total Rewards & HRIS and operates with substantial independence. The incumbent is accountable for departmental executive compensation processes, manages complex projects, and influences executive compensation decisions through analysis, expertise, and strategic recommendations.

• Lead the execution and administration of executive compensation programs, including executive salary planning, annual incentive plans, long-term incentive programs, equity programs for all employees, and deferred compensation arrangements. Ensure programs are administered accurately, efficiently, and in compliance with applicable regulations and plan provisions.
• Manage executive compensation analyses and market assessments. Evaluate competitive positioning, compensation trends, peer group practices, and emerging market developments. Develop recommendations and insights to support compensation program decisions and executive talent strategies.
• Serve as liaison to members of the Board of Directors on compensation and equity award matters. Partner with the Finance team to administer Director pay and stock awards.
• Oversee preparation of executive compensation materials supporting Compensation Committee meetings and executive compensation disclosures, including proxy statement and Compensation Discussion and Analysis preparation and related SEC filings. Partner with Legal and external advisors to support compliance with SEC, IRS, SOX, stock exchange, and other regulatory requirements.
• Own the administration of the Bank's Equity Award Plans, including grants and vesting for restricted stock units, performance stock units, and executive deferred compensation programs.
• Lead executive compensation projects, including system implementations, process enhancements, equity administration improvements, vendor management activities, and program redesign initiatives. Drive operational excellence and continuous improvement across executive compensation processes.
• Provide leadership, coaching, and development to executive compensation staff. Partner with senior Human Resources leaders, Finance, Legal, Payroll, and executive management on executive compensation matters. Consult on executive offers, retention arrangements, severance programs, and special compensation analyses.
• Perform other duties as directed.
• Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related field.
• Minimum of 10 years of compensation experience, including at least 5 years of executive compensation experience.
• Minimum of 3 years of leadership, project leadership, or people management experience.
• Significant experience supporting executive compensation programs in a publicly traded company.
• Knowledge of executive compensation regulations, disclosure requirements, and governance practices.
• Strong analytical, financial modeling, and project management skills.
• Ability to manage highly sensitive and confidential information.
• Strong communication and presentation skills.
• Certified Compensation Professional, Certified Executive Compensation Professional, or related professional certification.
• Proficiency with equity administration platforms.
• Experience supporting Compensation Committee processes.
• Experience within a large, publicly traded company.
• Our job titles may span more than one career level. The starting base salary for this role is between $140,000.00 – $160,000.00. The actual base pay is dependent upon many factors, such as: training, transferrable skills, work experience, business needs and market demands. The base pay range is subject to change and may be modified in the future.
• Effective February 18, 2025, employees in office-based positions will be working a Hybrid work schedule consisting of three days or more, on-site per week, Monday - Thursday, although the specific days may vary by site or organization, with Friday designated as a remote-working day, unless business critical tasks require an on-site presence. This Hybrid work model does not apply to, and daily in-person attendance is required for, the contact center, branch service roles, and general services where the work to be performed is located at a Company site; positions covered by a collective-bargaining agreement (unless the agreement provides for hybrid work); or any other position for which the Company has determined the job requirements cannot be reasonably met working remotely. Please note, this Hybrid work model guidance does not apply to roles that have been designated as “remote”.
• Search Firm Representatives- Please Read CarefullyAmalgamated Bank does not accept unsolicited assistance from search firms for employment opportunities. All CVs / resumes submitted by search firms to any employee at our company without a valid written search agreement in place for the position will be deemed the sole property of our company. No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.