Sr. Compensation Strategy Manager

Get to know The Pokémon Company International

The Pokémon Company International manages the Pokémon property outside of Asia and is responsible for brand management licensing and marketing the Pokémon Trading Card Game the animated TV series home entertainment and the official Pokémon website. Pokémon was launched in Japan in 1996 and today is one of the most popular childrens entertainment properties in the world.

Learn more online at and .

Why This Role is Special

At The Pokémon Company International executive compensation is a critical strategic lever. As the Sr. Compensation Strategy Manager this role will independently own complex highstakes work from concept through execution while shaping how executive rewards reinforce performance leadership expectations and business outcomes.

The Sr. Compensation Strategy Manager is a senior individual contributor who serves as a trusted advisor of executive compensation programs aligned with the business strategy performance outcomes and leadership priorities. This role will lead:

• Enterprise-wide program design governance & compliance
• Market intelligence & analytics
• Executive cycles & transactions
• Enterprise alignment & stakeholder Influence

Without relying on formal authority this role will offer the opportunity to influence senior leaders and crossfunctional partners throughexpertise credibility and sound judgment. This work will strengthen decision quality governance and alignment as part of a purposedriven organization that values collaboration accountability and longterm impact while delivering joy to millions of fans worldwide.

FLSA Classification (US Only): Exempt

People Manager: No

WhatyoullDo

Program Design Governance & Compliance

• Plan and deliver executive and enterprise compensation program work within a 12 yearhorizon byanticipatingbusiness talent performance and governance needs.

• Design administer and iterate on executive and enterprise compensation programs (base salary annual incentives longterm incentives deferred compensation andperks) aligned with company strategy and payforperformance principles.

• Apply enterprise systems thinking to ensure executive compensation programs integrate coherently with broader compensation architecture including job levels pay structures incentive frameworks and career progression models.

• Identifyopportunities to improve program effectiveness governance rigorandalignment between performance outcomes andrewardstrengtheninglongterm sustainability.

• Ensure compliance with regulatory accounting and internal governance requirements (including IRS Section 409A) partnering with Legal Finance Accounting and Tax to assess implications and mitigate risk.

• Own preparation of executiveready materials for leadership and governance forums.

Market Intelligence & Analytics

• Conduct executive market pricing using reputable surveys and peer benchmarking;maintainand evolve survey strategy peer groups and executive salary structures.

• Build and own advanced models and scenario analyses evaluating pay mix incentive outcomes performance metric calibration affordability and cost or risk under multiple business conditions.

• Analyze enterprise compensation data to assess downstream impacts of executive compensation decisions on internal equity pay compression talent differentiation and sustainability.

• Monitor governance developments regulatory changes and proxy advisor trends; translate insights into practical databacked recommendations that improve plan design disclosures and decision quality.

Executive Cycles & Transactions

• Accountable for endtoend delivery of executive compensation administration across all cycles (midyear yearend and offcycle) including merit incentive calculations performancelinked payouts promotions and approvals.

• Partner with Talent Development HR Business Partners and business leaders to ensure executive goalsetting performance outcomes and incentive results are aligned documented and consistent.

• Support executive offers retention arrangements and transitions (lateral promotional or restructuring).
• Maintain auditready documentation supporting executive compensation decisions; partner with HRIS to ensure data accuracy process integrity and strong controls

Enterprise Alignment & Stakeholder Influence

• Serve as a trusted advisor by developing clear recommendations on executive and enterprise compensation decisions balancing strategy performance outcomes governance affordability and risk.

• Ensure executive payforperformance frameworks are logical with enterprise performance management and incentive principles.

• Assess downstream impacts of executive compensation decisions on employee experience engagement governance scrutiny and organizational credibility.

• Collaborate with Total Rewards leadership and crossfunctional partners to align executive compensation strategy with broader enterprise initiatives including compensation architecture incentive redesign and pay equity efforts.

• Draft concise leaderready narratives and visuals that clearly articulate recommendations tradeoffs risks and alternatives.

• Manage external compensation advisors whileretaininginternal ownership of analysis recommendations and decision quality.

Success Requires

• Deepexpertisein executive compensation combined with the ability to think holistically about compensation as an interconnected enterprise system.

• Strong understanding of how compensation philosophy performance management incentive design job architecture and governance work together to support business outcomes at all levels.

• Exceptional analytical rigor attention to detail and personal accountability for outcomes.

• Proven judgment balancing executivelevel discretion with enterprise fairness scalability and longterm sustainability.

• Ability to synthesize complex information into clear compelling executiveready insights and recommendations.

• Discretion resilience and effectiveness in a fastpaced highstakes environment

WhatYoullBring

Experience:811 yearsof compensation experience required with deep executive compensation exposure in aprivatecompanyenvironment (inhouseor consulting) supporting executive performance incentive calibration andCsuitedecision processes.1012 years preferred.

• Technical depth: Advanced Excel and financial modeling skills; strong payforperformance analytics incentive mechanics performance metric calibration and working knowledge of Section 409A and executive compensation governance.

• Ownership & judgment: Proven ownership of executive compensation outcomes endtoend exercising sound judgment in ambiguity evaluating tradeoffs and deliveringerrorfree results under tight timelines.

• Communication & influence:Demonstratedability to advise senior leaders with confidence discretion and credibility crafting executiveready materials that drive clear decisions.

• Tools &systems: Experience with HRIS (e.g. Workday) executive compensation survey platforms and administration tools (). Comfort partnering on system enablement data flows and reporting.

• Education:Bachelors degree in Finance Economics Accounting Analytics HR or related field; CCP/CECP preferred.

Base Salary Range: For this role new hires generally start between $116000.00 - $154000.00per year. The full range is $116000.00 - $209.000.00 per year. This range is applicable for the labor market where the role is intended to be hired. The final base salary is directly related to the candidates qualifications and professional experience uniquely.

#LI-Hybrid #LI-MK1

How youll be successful

• Passion for Pokémon: Develops an understanding of the Pokémon brand the impact it has on our people culture business fans and communities and applying that knowledge and passion to everything you do.
• Challenging the Expected: Approaches challenges with curiosity and creativity embracing the possibility of failure as an opportunity to learn something new develop innovative ideas solve complex problems and identify unique opportunities.
• Integrity and Respect: Demonstrates integrity and respect by leading with empathy listening to others seeking out different perspectives and taking personal responsibility for decisions actions and results.
• Dedicated to Quality: Takes ownership to maintain and promote high standards looks for new ways to learn and improve and embraces a growth mindset to seek and apply feedback from others in an effort to continuously improve.
• Building Relationships: Develops and strengthens relationships adopting a team first mentality and working collaboratively to solve problems and meet shared goals.
• Delighting Customers: Listens and understands the interests and needs of our customers and stakeholders making them feel heard and important and embracing these learnings to continue delivering a unique Pokémon experience.

What to expect

• An innovative culture driven by impact delivering meaningful outcomes.
• Company events that celebrate the spirit of Pokémon.
• Competitive cash-based compensation programs.
• 100% employer-paid healthcare premiums for you.
• Generous paid family leave.
• Employer-paid life insurance.
• Employer-paid long and short-term income protection insurance.
• US Employees: 401k Employer Matching.
• UK/IRE/MX Employees: Pension Employer Contributions.
• Fitness reimbursement.
• Commuter benefit.
• LinkedIn learning.
• Comprehensive relocation package for certain roles.
• Hybrid work environment.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this role. They are not to be construed as an exhaustive list of all responsibilities duties and skills required. Employees may be required to perform duties outside of their normal responsibilities from time to time as needed. For roles in the United Kingdom candidates will need the right to some cases and for some roles the Company may be able to arrange a visa. For roles in Ireland this role requires candidates to have the right to live and work in the Republic of Ireland. However we welcome applications from all nationalities and may consider supporting an employment permit application in appropriate and suitable cases.

The Pokémon Company International is committed to the inclusion of all qualified applicants for consideration in our job application process. If you require reasonable accommodation to complete a job application pre-employment testing or a job interview or to otherwise participate in the hiring process please contact the Talent Acquisition team at .