Executive and Equity Compensation Director

Were in an unbelievably exciting area of tech and are fundamentally reshaping the data storage industry. Here you lead with innovative thinking grow along with us and join the smartest team in the industry.

This type of workwork that changes the worldis what the tech industry was founded on. So if youre ready to seize the endless opportunities and leave your mark come join us.

THE ROLE

The Executive and Equity Compensation Director is a critical member of Pures HR Compensation team responsible for leading the design governance and execution of executive and equity programs.This individual contributor role is the principal architect and enterprise subject-matter expert for executive and equity compensation at Pure accountable for shaping strategy within boardapproved guardrails advising senior leadership and ensuring programs are competitive compliant and aligned to shareholder and talent outcomes.

This role is accountable for driving board preparation for the Compensation & Talent Committee owning the executive compensation narrative for external stakeholders modernizing Pures equity program partnering cross-functionally with senior executives to support decision-making for leadership and establishing clear documentation and governance for critical processes. You will translate complex financial regulatory and market data into clear recommendations that influence CEO CFO CHRO and Board decisions on pay.

In this role youll lead through influence and subject matter expertise managing relationships across all levels and driving outcomes. Youll partner closely with stakeholders across HR Legal Finance and executives to develop compensation strategies that support organizational growth global compliance strong say on pay outcomes and an exceptional employee experience.

WHAT YOULL DO

Executive Compensation

• Drive market intelligence initiatives by conducting benchmarking and competitive assessments for executive and equity compensation across Pures global leadership population; define clear recommendations aligned to compensation philosophy business strategy and investor expectations.
• Lead executive compensation planning cycles and ongoing executive pay matters including new hire packages promotion evaluations and packages retention proposals and offcycle adjustments ensuring strong payforperformance alignment and internal equity.
• Create and maintain standard templates and documentation for recurring processes including governance models approval flows and decisions that ensure consistency auditability and scalability.
• Develop and maintain executive compensation models (e.g. scenario modeling performanceoutcome curves pay mix leverage) to evaluate program effectiveness and guide design decisions.
• Provide input to payforperformance analyses and external governance reviews and translate those insights into actionable program recommendations.

Equity Design Modernization

• Lead the evolution of Pures equity program design eligibility equity mix grant approaches and mechanics including potential use of equity vehicles and performance measures that support retention and value creation.
• Conduct review and benchmarking to put forward proposals and decision materials that clearly articulate program intent trade-offs financial impacts (cost dilution burnrate share pool utilization) and operational impacts.
• Partner with key stakeholders to implement approved program changes and ensure scalable administration and ongoing program tracking and metrics.
• Partner closely with Finance Accounting Investor Relations Legal HR Operations and Equity Administration to model and communicate equity cost dilution burnrate and share pool utilization under different program designs.
• Establish a multiyear roadmap for equity design including opportunities for simplification and experimentation with clear success metrics.

Board & Governance Activities

• Prepare materials used for compensation governance discussions with executives and members of the Board.
• Contribute to preparation and coordination of executive compensation disclosures for the annual proxy statement.
• Serve as the primary staff advisor for executive and equity compensation matters to company management ensuring materials are Boardready accurate and grounded in sound governance.
• Partner with Legal Investor Relations on sayonpay readiness governance trends and shareholder feedback; recommend program and disclosure refinements as needed.
• Maintain and continuously enhance the executive compensation and equity governance framework including committee calendars charters delegated authorities and documentation standards.

Operational Expertise

• Own core processes related to equity and executive compensation program execution.
• Identify operational risks and implement controls to mitigate errors and ease auditing.
• Partner with HR Technology Payroll Equity Administration and HR Operations to ensure systems data and workflows support scalable compliant execution of executive and equity programs.
• Build and maintain dashboards and reporting that provide leaders and HR partners with clear visibility into executive and equity program health (e.g. pay positioning equity holdings dilution/burnrate participation and key risk indicators).
• Continuously improve processes tools and documentation to increase selfservice transparency and decision quality for HRBPs TA and leaders engaging in executive and equity compensation decisions.

We are primarily an in-office environment and therefore you will be expected to work from the Santa Clara CA office in compliance with Pures policies unless you are on PTO or work travel or other approved leave.

WHAT YOU BRING

• Significant experience in executive compensation in a public-company environment. Direct experience supporting compensation committee processes and recurring executive and equity compensation cycles.
• Prior ownership of equity compensation and experience modernizing or redesigning an equity program end-to-end. Familiarity with equity plan administration workflows and related operational controls.
• Advanced analytical capability and strong written communication for executive-level materials.
• Demonstrated ability to build governance documentation and repeatable operating processes for high visibility programs.
• Cross-functional leadership experience working with Legal Finance Payroll Equity Administration partners.
• Experience engaging with external compensation consultants and managing deliverables.
• 10 years of progressive compensation experience with a strong focus on executive and equity compensation and at least several years supporting a U.S. listed public company (technology or highgrowth environment strongly preferred).
• Familiarity with the regulatory and governance landscape for executive compensation including SEC disclosure rules key elements of 162(m)/280G and related tax considerations and trends in ISS/Glass Lewis and investor expectations.
• Professional certifications such as CEP CCP or similar are a plus.
• Experience in high-growth or technology companies with global operations is strongly preferred.

#LI-ONSITE #LI-JL9

WHAT YOU CAN EXPECT FROM US:

• Innovation: We celebrate those who think critically like a challenge and aspire to be trailblazers.
• Growth: We give you the space and support to grow along with us and to contribute to something meaningful. We have been named Fortunes Best Workplaces in Technology Fortunes Best Workplaces in the Bay Area and certified as a Great Place to Work!
• Team: We build each other up and set aside ego for the greater good.

And because we understand the value of bringing your full and best self to work we offer a variety of perks to manage a healthy balance including flexible time off wellness resources and company-sponsored team events. Check out for more information.

ACCOMMODATIONS AND ACCESSIBILITY:

Candidates with disabilities may request accommodations for all aspects of our hiring process. For more on this contact us at if youre invited to an interview.

OUR COMMITMENT TO A STRONG AND INCLUSIVE TEAM:

Were forging a future where everyone finds their rightful place and where every voice matters. Where uniqueness isnt just accepted but embraced. Thats why we are committed to fostering the growth and development of every person cultivating a sense of community through our Employee Resource Groups and advocating for inclusive leadership.

Everpure is proud to be an equal opportunity employer. We do not discriminate based upon race religion color national origin sex (including pregnancy childbirth or related medical conditions) sexual orientation gender gender identity gender expression transgender status sexual stereotypes age status as a protected veteran status as an individual with a disability or any other characteristic legally protected by the laws of the jurisdiction in which you are being considered for hire.

Join us and bring your best.

Bring your bold.

Pure and simple.