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VP Executive & Incentive Compensation

Efuq Fa Us6 Oraclecloud Com CX 1001 · Orlando, FL, United States; Millenia Corporate HGV Office · On Site · Deleted · Oracle Recruiting Cloud / Fusion HCM

Job facts

FieldValue
CompanyEfuq Fa Us6 Oraclecloud Com CX 1001
TitleVP Executive & Incentive Compensation
Normalized title-
Department / teamHuman Resources
LocationOrlando, FL, United States
Work modelOn Site
Employment typeFull Time
Salary-
Statusdeleted
ATS providerOracle Recruiting Cloud / Fusion HCM
Posted / first seen2026-04-01 / 2026-05-31
Changed / last seen2026-06-06 / 2026-06-04

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Linked records

CompanyEfuq Fa Us6 Oraclecloud Com CX 1001
Source6bc35983-236b-407a-9362-459c0f2cae15
ATS providerOracle Recruiting Cloud / Fusion HCM

Description

Description 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. Responsibilities 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. Qualifications 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.

Full job record

Job IDb207e4493df5603439abe724b3cc824b69551998
Org ID00a61110-74f9-42f7-950e-dc00e78c3980
Source ID6bc35983-236b-407a-9362-459c0f2cae15
Board ID6bc35983-236b-407a-9362-459c0f2cae15
Provideroracle_hcm
Provider Job Key17148
TitleVP Executive & Incentive Compensation
Normalized Title—
Statusdeleted
Activeno
Location TextOrlando, FL, United States; Millenia Corporate HGV Office
DepartmentHuman Resources
Team—
Employment Typefull_time
Workplace Typeon_site
Remote Policy—
CountryUnited States
RegionFL
CityOrlando
Salary RawDescription 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. Responsibilities 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. Qualifications 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.
Salary Min—
Salary Max—
Salary Currency—
Salary Period—
Source URLhttps://efuq.fa.us6.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1001/job/17148
Apply URLhttps://efuq.fa.us6.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1001/job/17148
First Seen At2026-05-31 18:01:45Z
Last Seen At2026-06-04 10:34:06Z
Last Checked At2026-06-06 20:40:34Z
Last Changed At2026-06-06 20:40:34Z
Inactive At2026-06-06 20:40:34Z
Source Posted At2026-04-01 18:39:15Z
Source Updated At—
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margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Implement controls and audit-ready processes for plan administration, approvals, and data integrity.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Partner with VP Total Rewards on STI, LTI, and other incentive compensation programs.</span></p></li></ul><p style=\"margin: 1pt 0in;\">&nbsp;</p><p style=\"margin: 1pt 0in;\"><span style=\"font-size: 9pt;\">Incentive Programs</span></p><ul style=\"list-style-type: disc; padding-left: 48px;\"><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Oversee enterprise incentive governance across functions to drive consistency, transparency, and operational excellence.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Partner with Finance and business leadership to define performance measures, targets, thresholds, and payout curves to reinforce strategy execution.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Lead periodic assessments of program effectiveness (e.g., performance differentiation, goal rigor, cost vs. outcome).</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">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.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Support organizational change initiatives related to sales and marketing compensation and incentives&nbsp;ensuring plans are understood, properly&nbsp;implemented&nbsp;and financially sustainable.&nbsp;</span></p></li></ul><p style=\"margin: 1pt 0in;\">&nbsp;</p><p style=\"margin: 1pt 0in;\"><span style=\"font-size: 9pt;\">Analytics, Modeling, and Market Intelligence</span></p><ul style=\"list-style-type: disc; 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    "ExternalResponsibilitiesStr": "<p style=\"margin: 1pt 0in;\"><span style=\"font-size: 9pt;\">Executive Compensation Strategy &amp; Governance</span></p><ul style=\"list-style-type: disc; padding-left: 48px;\"><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Develop and maintain the executive compensation philosophy and strategy aligned to business priorities, talent needs, and shareholder/owner expectations.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Provide trusted advisory support to the CHRO and executive leaders on executive pay, competitive positioning, and retention risks.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Lead governance for executive pay decisions, including annual pay reviews, promotions, offers, and retention packages for executives and critical leaders.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Ensure a consistent and defensible approach to job evaluation, leveling, and benchmarking for executive roles.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Establish decision frameworks and controls for discretionary awards, one-time grants, and special arrangements.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Partner with key stakeholders on contract terms (i.e., employment agreements, severance, non-competes, claw backs) and ensure program documentation is equitable and consistent.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Ensure executive and incentive programs comply with relevant laws, regulations, and governance requirements.&nbsp;</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Implement controls and audit-ready processes for plan administration, approvals, and data integrity.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Partner with VP Total Rewards on STI, LTI, and other incentive compensation programs.</span></p></li></ul><p style=\"margin: 1pt 0in;\">&nbsp;</p><p style=\"margin: 1pt 0in;\"><span style=\"font-size: 9pt;\">Incentive Programs</span></p><ul style=\"list-style-type: disc; padding-left: 48px;\"><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Oversee enterprise incentive governance across functions to drive consistency, transparency, and operational excellence.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Partner with Finance and business leadership to define performance measures, targets, thresholds, and payout curves to reinforce strategy execution.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Lead periodic assessments of program effectiveness (e.g., performance differentiation, goal rigor, cost vs. outcome).</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">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.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Support organizational change initiatives related to sales and marketing compensation and incentives&nbsp;ensuring plans are understood, properly&nbsp;implemented&nbsp;and financially sustainable.&nbsp;</span></p></li></ul><p style=\"margin: 1pt 0in;\">&nbsp;</p><p style=\"margin: 1pt 0in;\"><span style=\"font-size: 9pt;\">Analytics, Modeling, and Market Intelligence</span></p><ul style=\"list-style-type: disc; padding-left: 48px;\"><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Lead market pricing and benchmarking using reputable survey sources; interpret trends and recommend actions to remain competitive.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Deliver clear analytics and insights (i.e. pay mix, competitiveness, internal equity, incentive outcomes, cost modeling).</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Build executive-ready summaries and dashboards to support compensation decisions and governance.</span></p></li></ul><p style=\"margin: 1pt 0in;\">&nbsp;</p><p style=\"margin: 1pt 0in;\"><span style=\"font-size: 9pt;\">Leadership &amp; Operations</span></p><ul style=\"list-style-type: disc; padding-left: 48px;\"><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Lead and develop a high-performing executive compensation function; establish standards and scalable processes.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Improve operational efficiency through automation, documentation, and streamlined governance workflows.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Manage relationships with executive compensation consultants and other vendors as needed.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Partner with Sales, Marketing, and Finance leaders to align compensation programs with business goals.</span></p><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\">&nbsp;</p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Completes all required Company training/compliance courses as assigned.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Adheres to Company standards and maintains compliance with all policies and procedures.</span></p></li></ul>",
    "InternalResponsibilitiesStr": "<p style=\"margin: 1pt 0in;\"><span style=\"font-size: 9pt;\">Executive Compensation Strategy &amp; Governance</span></p><ul style=\"list-style-type: disc; padding-left: 48px;\"><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Develop and maintain the executive compensation philosophy and strategy aligned to business priorities, talent needs, and shareholder/owner expectations.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Provide trusted advisory support to the CHRO and executive leaders on executive pay, competitive positioning, and retention risks.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Lead governance for executive pay decisions, including annual pay reviews, promotions, offers, and retention packages for executives and critical leaders.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Ensure a consistent and defensible approach to job evaluation, leveling, and benchmarking for executive roles.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Establish decision frameworks and controls for discretionary awards, one-time grants, and special arrangements.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Partner with key stakeholders on contract terms (i.e., employment agreements, severance, non-competes, claw backs) and ensure program documentation is equitable and consistent.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Ensure executive and incentive programs comply with relevant laws, regulations, and governance requirements.&nbsp;</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Implement controls and audit-ready processes for plan administration, approvals, and data integrity.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Partner with VP Total Rewards on STI, LTI, and other incentive compensation programs.</span></p></li></ul><p style=\"margin: 1pt 0in;\">&nbsp;</p><p style=\"margin: 1pt 0in;\"><span style=\"font-size: 9pt;\">Incentive Programs</span></p><ul style=\"list-style-type: disc; padding-left: 48px;\"><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Oversee enterprise incentive governance across functions to drive consistency, transparency, and operational excellence.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Partner with Finance and business leadership to define performance measures, targets, thresholds, and payout curves to reinforce strategy execution.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Lead periodic assessments of program effectiveness (e.g., performance differentiation, goal rigor, cost vs. outcome).</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">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.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Support organizational change initiatives related to sales and marketing compensation and incentives&nbsp;ensuring plans are understood, properly&nbsp;implemented&nbsp;and financially sustainable.&nbsp;</span></p></li></ul><p style=\"margin: 1pt 0in;\">&nbsp;</p><p style=\"margin: 1pt 0in;\"><span style=\"font-size: 9pt;\">Analytics, Modeling, and Market Intelligence</span></p><ul style=\"list-style-type: disc; padding-left: 48px;\"><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Lead market pricing and benchmarking using reputable survey sources; interpret trends and recommend actions to remain competitive.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Deliver clear analytics and insights (i.e. pay mix, competitiveness, internal equity, incentive outcomes, cost modeling).</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Build executive-ready summaries and dashboards to support compensation decisions and governance.</span></p></li></ul><p style=\"margin: 1pt 0in;\">&nbsp;</p><p style=\"margin: 1pt 0in;\"><span style=\"font-size: 9pt;\">Leadership &amp; Operations</span></p><ul style=\"list-style-type: disc; padding-left: 48px;\"><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Lead and develop a high-performing executive compensation function; establish standards and scalable processes.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Improve operational efficiency through automation, documentation, and streamlined governance workflows.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Manage relationships with executive compensation consultants and other vendors as needed.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt;\">Partner with Sales, Marketing, and Finance leaders to align compensation programs with business goals.</span></p><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\">&nbsp;</p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Completes all required Company training/compliance courses as assigned.</span></p></li><li><p style=\"margin-bottom: 1pt; margin-right: 0in; margin-top: 1pt;\"><span style=\"font-size: 9pt; line-height: 115%;\">Adheres to Company standards and maintains compliance with all policies and procedures.</span></p></li></ul>",
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  },
  "list_job": {
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    "ShortDescriptionStr": "The Vice President, Executive & Incentive Compensation leads the compensation philosophy, strategy, design, governance, and administration of executive compensation and enterprise Sales and Marketing incentive programs. This role ensures incentive programs are market-competitive, performance-driven, compliant, financially sustainable, and align with business strategy. The Vice President partners closely with Finance, Legal, HR leadership, and business executives to drive pay-for-performance outcomes and ensure effective program execution.",
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