Western Digital CMP Engineer/Process Integration Technologist R&D Engineering 

United States, California, San Jose 

289702810

Today’s exceptional challenges require your unique skills. Together, we can build the future of data storage.

This role reports to the Director, Executive Compensation and helps oversee executive compensation initiatives and/or programs and develops, implements, and administers executive compensation policy and practices.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Partner with the Director, Executive Compensation and the outside Compensation Advisory firm to develop, analyze and execute competitive total compensation programs for our executive leaders. Competitive total compensation programs include base pay, short-term incentive plans, long-term incentive plans, retention programs and severance plans, as well as any other programs and benefits related to the executive leadership team.
• Conduct ongoing global market analysis of long-term incentives, build ranges and participation in third-party or custom surveys. Monitor trends and provide thought leadership regarding the attraction and retention of talent.
• Manages the administration of our global LTI compensation programs including time-based equity (RSUs) and cash plans, vesting schedules and monthly award grant process and approval preparation. Collaborate with finance, stock administration, and other departments to ensure seamless integration and alignment of LTI programs with company policies and objectives.
• Acts as internal consultant/advisor HR staff and senior leaders. Makes recommendations to senior leaders on executive compensation issues.
• Support with the preparation of materials for the Compensation and Talent Committee of the organization’s Board of Directors.
• Partner with legal and the outside Compensation Advisor Firm to support the preparation of the Executive Compensation sections of the proxy statement, including CD&A, proxy tables and CEO pay ratio.
• Support overall compensation programs such as merit, short-term and long-term incentive processes. Create materials to effectively communicate compensation programs, policies and practices to leaders.
• Can conduct research on exec compensation, including review of public-company proxies and other SEC filings. Should be familiar with standard research platforms, including Equilar and Capital IQ.

REQUIREMENTS:

• Bachelor’s degree plus equivalent work experience and relevant qualifications; CCP preferred.
• Proven experience working in a global environment supporting executive compensation, partnering across functions and geographies to achieve results in a fast moving, dynamic environment preferably within high-tech or manufacturing industries.
• Strong understanding of executive compensation principles, general industry practices, regulations, and both historical and current market trends.
• Extensive work experience in equity programs and executive compensation.
• Working knowledge of high-tech surveys as a Aon Radford SEC filings, Equilar and Capital IQ.
• Self-starter and have the ability to manage multiple priorities under tight deadlines and large-scale projects with heavy modeling.
• Must possess effective communication skills and executive presence to advise and influence C-Suite executives.
• Demonstrated ability to act with discretion, confidentiality, and good judgment. Must operate with the highest legal and ethical standards.
• Ability to think creatively and strategically to align compensation strategies with business goals.
• Advanced proficiency working with Microsoft Suite and good familiarity in Workday HCM and Advanced Compensation module.
• Analytical mindset and ability to manage large, complex data sets and heavy modeling.

Compensation & Benefits Details

• An employee’s pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.
• The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future.
• If your position is non-exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned.

• You will be eligible to be considered for bonuses under either Western Digital’s Short Term Incentive Plan (“STI Plan”) or the Sales Incentive Plan (“SIP”) which provides incentive awards based on Company and individual performance, depending on your role and your performance. You may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to Western Digital’s Standard Terms and Conditions for Restricted Stock Unit Awards.

• We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program; employee stock purchase plan; and the Western Digital Savings 401(k) Plan.
• Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.