An established Human Capital advisory firm is hiring an experienced Executive Compensation Director to join their team based in London, UK.

As a Director within the Executive Compensation team, you will lead complex client engagements, advise senior stakeholders, and contribute to the strategic direction of the practice.

Key Responsibilities:

• Provide expert advice on executive pay strategy, including fixed and variable compensation structures, short and long-term incentive plans, and performance measurement.
• Lead the design and development of executive compensation solutions tailored to clients’ business challenges, governance requirements and market expectations.
• Oversee projects from scoping through to delivery, managing proposals, RFP processes, and client communications.
• Produce high-quality written reports, board papers and presentation materials. Present recommendations directly to senior management and remuneration committees.
• Apply deep technical knowledge of compensation benchmarking, equity plan design, governance frameworks, and ideally remuneration regulation within financial services.
• Ensure work is delivered in line with internal quality, compliance and risk management standards.
• Mentor, coach and develop members of the team.
• Support knowledge sharing and the growth of technical capability within the group.

Key Requirements:

• Strong background in executive compensation or reward, ideally gained in a consulting firm.
• Solid understanding of remuneration principles, incentive structures, market benchmarking and corporate governance requirements.
• Commercial mindset with the ability to bring in new business and meet sales targets.
• Excellent written and verbal communication skills with the ability to translate complex information into clear, practical advice.
• Ability to build and sustain senior client relationships.
• Demonstrated leadership capability, including managing teams and supporting professional development.
• Highly organised, able to prioritise multiple workstreams and manage stakeholder expectations.
• Knowledge of financial services remuneration regulation is advantageous, but not essential.
• Degree-level education (preferred but not required).