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Executive Compensation Jobs in California (NOW HIRING)

Aon

Executive Compensation Consultant

San Francisco, CA · On-site

$100K - $180K/yr

Aon is looking for a Executive Compensation Consultant for our Rewards Solutions team. Aon's Rewards Solutions, is the industry leader, providing advice and benchmarking companies to address their ...

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Executive Compensation information

See California salary details

$26.2K

$92.3K

$181.6K

How much do executive compensation jobs pay per year?

As of Sep 8, 2026, the average yearly pay for executive compensation in California is $92,327.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,200.00 and $118,900.00 per year, depending on experience, location, and employer.

What is executive compensation?

Executive compensation refers to the total package of pay and benefits provided to senior leaders and top executives of an organization. This can include base salary, bonuses, stock options, long-term incentive plans, and various perks such as retirement contributions or health benefits. The goal of executive compensation is to attract, motivate, and retain talented leaders while aligning their interests with those of the company and its shareholders. The structure and amount of executive compensation are often determined by a company's board of directors and may be influenced by industry standards, company performance, and regulatory guidelines.

What are the key skills and qualifications needed to thrive as an executive compensation professional?

To thrive as an Executive Compensation professional, you need expertise in compensation strategy, financial analysis, and knowledge of regulatory requirements, often supported by a degree in finance, human resources, or business administration. Familiarity with compensation management systems, advanced Excel skills, and certifications such as Certified Executive Compensation Professional (CECP) are highly beneficial. Strong analytical thinking, attention to detail, and effective communication set standout candidates apart in this field. These skills are crucial to ensure competitive, compliant, and motivating executive pay structures that align with organizational goals and stakeholder interests.

How does an executive compensation professional typically collaborate with other departments within an organization?

Executive Compensation professionals regularly work cross-functionally, partnering closely with human resources, finance, legal, and the board of directors. They gather market data, ensure regulatory compliance, and align executive pay structures with company strategy. Collaboration often involves discussing performance metrics with finance, reviewing compliance with legal, and presenting proposals to the board or compensation committees. This collaborative approach ensures that executive compensation programs are both competitive and aligned with organizational goals.

What is the difference between Executive Compensation vs Compensation Analyst?

AspectExecutive CompensationCompensation Analyst
Required CredentialsBachelor's degree, often MBA or related certifications, experience in executive payBachelor's degree, certifications like CCP or CECP often preferred
Work EnvironmentCorporate headquarters, executive teams, HR departmentsHR or compensation departments, consulting firms, corporate offices
Employer & Industry UsageLarge corporations, publicly traded companiesCorporations, consulting firms, HR departments
Comparison Search IntentUnderstanding executive pay structures, incentives, and benefitsAnalyzing salary data, compensation trends, and benchmarking

Executive Compensation focuses on designing and managing pay packages for top executives, including bonuses, stock options, and incentives. Compensation Analysts analyze salary data, develop compensation strategies, and ensure pay equity across roles. While both roles involve compensation, Executive Compensation is strategic and senior-level, whereas Compensation Analysts support data-driven decision-making at various organizational levels.

What are the disadvantages of executive compensation?

Executive compensation can lead to increased costs for companies and may create perceptions of unfairness or inequality among employees. It can also incentivize short-term decision-making at the expense of long-term company health, potentially impacting overall organizational performance.

What are the most commonly searched types of Compensation jobs in California?

The most popular types of Compensation jobs in California are:

What are popular job titles related to Executive Compensation jobs in California?

For Executive Compensation jobs in California, the most frequently searched job titles are:

What job categories do people searching Executive Compensation jobs in California look for?

The top searched job categories for Executive Compensation jobs in California are:

What cities in California are hiring for Executive Compensation jobs?

Cities in California with the most Executive Compensation job openings:

Executive Compensation jobs near you
Infographic showing various Executive Compensation job openings in California as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $92,327 per year, or $44.4 per hour.

Director, Executive Compensation

Uber Technologies, Inc.

San Francisco, CA • On-site

Full-time

Retirement

Re-posted 21 days ago

Uber rating

6.8

Company rating: 6.8 out of 10

Based on 118 frontline employees who took The Breakroom Quiz

4th of 9 rated taxi private hire

Job description


About the Team
As the Director of Executive Compensation, you will join a high-impact, agile Total Rewards organization that acts as a strategic engine for the company's growth. We operate at the intersection of corporate strategy, finance, and human resources, ensuring our leadership incentive structures directly accelerate our mission to reimagine the way the world moves for the better. This is not a traditional, siloed corporate function. We are a data-driven, collaborative team that thrives on complexity, rapid scaling, and innovative design. You will work alongside world-class peers in broad-based compensation, benefits, equity operations, while serving as a trusted advisor to the highest levels of company leadership.
About the Role
You will lead the creation of Compensation Committee materials and administration of executive pay programs that satisfy both the SEC's requirements and the high growth expectations of our investors. You will also help with the creation of our annual proxy statement in an attempt to secure a high Say-on-Pay vote. You will ensure the executive team is rewarded for building long-term shareholder value while maintaining compliance.
What You'll Do
  • Compensation Committee Materials: Act as a technical expert, preparing Board-ready decks for quarterly Compensation Committee materials.
  • Executive Benchmarking: Partner with the Compensation Committee's independent consultant on executive compensation benchmarking, peer group changes, and potential impact of emerging trends.
  • Dilution: Maintain models to assess dilution, burn rate, and stock-based compensation expense.
  • Executive Offers: Partner with Talent Acquisition on executive offers.
  • Proxy Statement: Partner with Legal in drafting of the Compensation Discussion and Analysis (CD&A). You will translate complex pay decisions into a narrative that wins over institutional investors and proxy advisors (ISS/Glass Lewis). You will prepare most of the compensation tables included in the proxy statement and partner with management consultants on complicated compensation tables such as the PVP table.
  • Partner closely with Legal and Finance to ensure executive compensation programs align with disclosure, governance, and compliance requirements.
  • Collaborate cross-functionally within Uber to ensure accurate execution, implementation, and ongoing oversight of executive compensation programs.
  • Manage special projects as necessary.

Basic Qualifications
  • 10+ years of experience in executive compensation, ideally within high-growth and/or large cap technology companies
  • Direct experience supporting executive compensation decisions, Compensation Committee processes, benchmarking, disclosures, and governance/compliance requirements, and compensation surveys

Preferred Qualifications
  • Advanced Excel and/or Google Sheets skills, exceptional written and verbal communication skills, and comfort producing board-level and executive-ready materials
  • Exemplary judgment and absolute discretion in managing highly confidential executive compensation data and sensitive leadership matters

The "Toolkit"
Transparency: CD&A Disclosures
  • Technical writing that simplifies SEC Regulation S-K requirements.

Precision: Section 16 Filings
  • Review filings when necessary; partner with Legal when needed.

Technology: Reporting Tools
  • Workday/Oracle; Morgan Stanley/Shareworks

Modeling: LTI Payouts & Dilution Models
  • Partner with a consultant on simulating TSR (Total Shareholder Return) to predict future equity vesting levels.
  • Create and maintain dilution models that helps us track equity spend and estimate stock-based compensation

Critical Performance Metrics (KPIs)
  • Say-on-Pay Support: Achieving >90% shareholder approval for executive pay proposals.
  • Reporting Integrity: Zero SEC comments or restatements related to executive compensation disclosures.
  • Competitiveness: Maintaining executive pay within the chosen tech peer group to prevent poaching by competitors.
Advanced Technical Knowledge Required
  • Internal Revenue Code: Deep knowledge of Section 162(m) and Section 409A to avoid tax penalties for the company and the executives.
  • GAAP Accounting: Understanding ASC 718 to collaborate with Finance on the "fair value" of equity grants and their impact on the company's P&L.
~~ ~~
Responsibilities
For San Francisco, CA-based roles: The base salary range for this role is USD $237,000 per year - USD $263,000 per year.
You will be eligible to participate in Uber's bonus program, and may be offered an equity award & other types of comp. All full-time employees are eligible to participate in a 401(k) plan. You will also be eligible for various benefits.
About Us
Ready to Ride?
This isn't the kind of place where you follow a playbook - it's where you help write one. If you're driven by impact, energized by challenge, and ready to shape how the world moves - we'd love to hear from you.
You may be eligible for bonuses, equity, and other compensation, as well as a range of benefits. Explore our benefits.
Offices remain key to collaboration and Uber's culture. Unless approved for full remote work, employees must spend at least 50% of their time in-office. Some roles, like those at greenlight hubs, require full-time in-office presence. Ask your Recruiter for details about this role's requirements.
Uber is proud to be an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you have a disability or special need that requires accommodation, please let us know by completing this form.

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