Our Ability Jobs

Key Responsibilities:

• Partners cross-functionally to develop an understanding of company operations, business priorities, culture and values in order to represent and influence executive compensation requirements.

• Builds credible and trusting relationships with all executives across the company and provide exceptional advice and counsel to these internal clients and other key stakeholders.

• Analyzes current executive rewards programs to ensure they align with Lowes’ business strategy and ensure executive reward programs optimize the ability to attract and retain top executive level talent.

• Provides strategic and operational leadership in the design, development, implementation, administration, and communication of Lowes’ executive compensation programs including base pay, incentives and other executive rewards and perquisites, in alignment with Lowe’s executive compensation philosophy.

• Develops and prepares Board of Director and Compensation Committee materials.

• Prepares CD&A and Executive Compensation Tables for the company’s annual proxy statement, as well as other related disclosures.

• Examines peer proxy disclosures, industry surveys and reports to track and analyze proxy peer, broader retail and S&P 500 company compensation practices and trends.

• Manages annual executive compensation, tax, SEC and accounting laws and trends to ensure internal program compliance.

• Supports all internal and regulatory reporting requirements for executives.

• Oversees the competitive benchmarking, design and administration of executive compensation programs including base pay, variable pay, merit, compensation planning, job structures and market analysis with a focus on executive market competitiveness.

• Works directly with senior management, the Compensation Committee of the Board and compensation consultants to evaluate, recommend, design and implement Lowes’ executive compensation policies and programs.

• Helps build effective communications strategy focused on executive compensation policies and programs considering the perspectives of all stakeholders.

• Develops and maintains strong external relationships, including compensation and benefits organizations. This leader will be a master and thought leader in the executive compensation function and will keep abreast of new trends to maintain attracting top talent in the competitive marketplace.

• Develops and maintains strong internal relationships with key partners in HR, legal, finance, accounting, tax, etc.

Required Qualifications:

• Bachelor's Degree related field

• 11-15 Years of sophisticated and innovative executive compensation experience within a publicly-traded company of reasonably large scale.

• Demonstrated experience in developing and implementing effective executive compensation programs. Require strong technical, managerial, collaborative and teambuilding skills with the ability to balance tactical and strategic responsibilities.

• Strategic Vision for Executive Compensation - a track record of successfully implementing creative total rewards programs for executive and officer levels of an organization with effective delivery systems, ideally for a large complex organization.

• Strong Financial and Technical Skills – including all facets of executive compensation design and administration. Proven success in working with and using analytics to communicate trends and benchmark analysis.

• Experience in developing and preparing Board of Director and Compensation Committee materials. Expert level experience in preparing CD&A and Executive Compensation Tables for the company’s annual proxy statement, as well as other related disclosures.

• Knowledge of Current Laws/Regulations – to ensure compliance with relevant current and future laws and regulations, deliver accurate and timely reporting, and advise on any laws that will impact the business.

• Experience working closely with a Board of Directors and Executive Committee – history and track record of working closely with and supporting the needs of Executive Leadership, Compensation Committee and Board of Directors including familiarity with the Charter, Calendar and requirements of such entities.

• Strategic thinking and decision-making skills, strong analytical and problem-solving skills, and a customer-focused mind-set are essential. Able to prepare and monitor budgets, costs, income and other related accounting practical situations.

• Strong Communications Skills

• Demonstrated success in building relationships across functions, geographies and at senior leadership levels

• Strong People Management experience, and successful track record of building/managing high-performing teams.

Preferred Qualifications:

• Advance Degree preferred in Business Administration, Finance, Law or related field

• Experience in relevant scale retail executive compensation best practices.

• Experience working in a Workday and E*Trade environment is strongly preferred.

• Certified Executive Compensation Professional and/or Certified Equity Professional designation

Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.

Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit https://talent.lowes.com/us/en/benefits.