This role will have primary responsibility for executive compensation, including the executive long-term equity and annual incentive plans, developing the Fortifi job architecture, and providing oversight of the sales incentive plans. Additionally, this position will own the U.S. benefit plan design and administration to ensure competitive offerings are provided.
This leader will serve as Fortifi's subject matter expert on executive and broad-based incentive plan design, ensuring programs drive performance, support value creation, attract and retain key talent, and reflect Fortifi's ownership culture.
Key ResponsibilitiesExecutive Compensation & Incentive Programs- Lead the design, development, and ongoing administration of executive compensation programs, with a primary focus on short-term incentive (STI/bonus) and long-term incentive (LTI/equity) plan architecture, including plan mechanics, performance metric selection, modeling, and governance
- Administer the Management Equity Plan (MEP) as the primary long-term incentive vehicle, including grant strategy, valuation modeling, vesting schedules, tracking, and participant communications; serve as in-house expert on private equity equity plan structures.
- Design and manage the annual Management Incentive Plan (MIP/STI bonus), including plan structure, performance metric alignment (e.g., AEBITDA, FCF, revenue), target-setting, funding models, payout curves, and governance; ensure plans are competitive with market practices and effectively link pay to performance.
- Partner with executive leadership and the PE sponsor to align STI and LTI programs with business strategy, value creation milestones, and transaction lifecycle considerations; bring knowledge of public company compensation structures as a valuable complement
- Support Compensation Committee materials, analysis, and recommendations
Sales Incentive Programs- Design, implement, and manage sales compensation and incentive plans across business units
- Partner with Sales Leadership and Finance to align incentive plans with revenue growth, margin, and strategic priorities
- Establish clear performance metrics, quotas, and payout structures that drive accountability and results
- Oversee plan governance, documentation, and communication to ensure clarity and consistency
- Monitor plan effectiveness and recommend adjustments based on performance data and market practices
Job Architecture & Compensation Frameworks- Design and maintain a scalable job architecture across all business units, including leveling, titling, and career frameworks
- Lead market benchmarking and ensure competitive positioning across global
- Oversee annual compensation planning processes (merit, promotions, adjustments)
- Establish clear compensation governance, guidelines, and controls
- Ensure compensation structure complies with regulations (e.g., EU, region, state, etc.)
Benefits Strategy & Administration (U.S.)- Own the full lifecycle of U.S. benefit plan design and administration, including medical, dental, vision, life/disability, 401(k)/retirement, FSA/HSA, and voluntary benefits; lead plan redesign efforts, open enrollment, and ongoing program optimization
- Develop and execute a multi-year U.S. benefits strategy that balances cost efficiency, competitive positioning, and employee experience; lead benefits integration for acquired businesses and harmonize plan offerings across the enterprise
- Oversee vendor relationships (e.g., medical, 401(k), HSA/FSA providers) and ensure service delivery excellence
- Ensure rigorous compliance across all U.S. benefit programs (ERISA, ACA, COBRA, HIPAA, etc.), including plan documents, SPDs, Form 5500 filings, nondiscrimination testing, and audit readiness
Integration & Continuous Improvement- Support M&A integration efforts related to compensation and benefits harmonization
- Identify and implement process improvements, system enhancements (e.g., UKG), and data integrity initiatives
- Develop analytics and reporting to support decision-making and program effectiveness
Leadership & Collaboration- Partner closely with HR Business Partners, Finance, and executive leadership to deliver aligned solutions
- Provide guidance and expertise on complex compensation and benefits matters
- Lead and develop total rewards team members as applicable
Qualifications- Bachelor's degree in Business, Human Resources, Finance, or related field (Master's preferred)
- 10+ years of progressive experience in total rewards, with demonstrated expertise in executive STI/bonus plan design and LTI/equity plan design, preferably in a private equity-owned or PE-backed environment; public company compensation experience is a positive
- Demonstrated hands-on experience designing and managing short-term incentive (bonus/MIP) and long-term incentive/equity plans (MEP, LTIP, phantom equity, or similar PE structures), including plan mechanics, performance metric design, and payout modeling
- Proven experience designing and managing sales compensation plans in a manufacturing or industrial environment preferred
- Expertise in U.S. benefit plan design and administration, including medical/dental/vision, 401(k), FSA/HSA, life/disability, and compliance requirements (ERISA, ACA, COBRA, HIPAA); experience with multi-site or post-acquisition benefits integration preferred
- Strong expertise in job architecture design and compensation benchmarking
- Strong analytical, financial modeling, and executive communication skills
- Proven ability to thrive in a fast-paced, acquisitive, private equity-backed environment with the ability to build programs from the ground up, scale with the business, and operate effectively with ambiguity
