Compensation Executive- Wealth & Investment Management

About this role:
We are seeking an experienced Compensation Executive to lead the design, development and implementation of effective and competitive compensation strategies, plans, programs, and controls to support business strategies for the Wealth & Investment Management business. Wealth & Investment Management (WIM) is a high-impact and strategically key line of business. It offers a full range of personalized wealth management, investment, planning, and retirement products and services to help meet clients' unique needs and to help them pursue their financial goals more confidently. WIM brings together subject matter expertise, products, and services, so it's easier for clients to do business with us and for advisors to support their clients.
This role will report directly to our Head of Total Rewards, and will lead a team of compensation managers, consultants, and associates responsible for administering compensation programs, policies and practices. This includes providing compensation consulting to the line of business and this leader will partner with Senior Executive business leadership.
The successful candidate will be an experienced leader with demonstrated HR and Business consulting experience including: incentive plan design, compensation principles, financial acumen, customer/client focus, collaboration, communication, and relationship building competencies. This collaborative leader must be capable of initiating action, managing change and driving execution. This role demands a persuasive, effective communicator who leads with strong relationship management and influencing skills. This role requires a sense of urgency, passion for results, and personal accountability for achievement. The successful candidate will have a demonstrated track record in building high-performing teams that drive business results through effective leadership and employee engagement.
In this role, you will:

• Provide vision and set direction for multiple high impact initiatives and teams to achieve long term strategic objectives that impact organization and management across functions.
• Collaborate with peers and the compensation delivery team to develop highly complex, multi-year projects, strategies, goals, and business ventures.
• Provide thought leadership to develop and implement strategic solutions that align with Wells Fargo's framework for highly complex and potentially companywide business challenges.
• Drive business results by defining compensation strategies, establishing policies and standards, designing functional and discretionary incentive programs, delivering processes, and ensuring governance in alignment with Wells Fargo's compensation principles.
• Assess and anticipate changes in internal and external compensation environment.
• Partner with Human Resources stakeholders to initiate best practices and process improvements to maximize resources and ensure alignment with business, compensation, and Human Resources objectives.
• Manage, implement and recommend improvements to compensation policies, standards, incentive design and processes to ensure effective risk management in accordance with internal and regulatory requirements
• Provide guidance and counsel to executive management at the Operating Committee level and partner with experienced Human Resources leaders in driving the human capital plans for the businesses where compensation is a strategic driver.
• Lead a team of managers and experienced professionals.
• Develop long-term strategies in order to achieve business objectives.
• Develop and guide a culture of talent development to meet business objectives and strategy.

Required Qualifications:

• 10+ years of Compensation experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education.
• 6+ years of Management experience.

Desired Qualifications:

• Extensive experience supporting incentive plans design and administration.
• Experience in Wealth & Investment Management within a large financial services organization Financial Services environment is preferred but not essential.
• Compensation or finance knowledge and understanding of regulatory and legal issues relating to compensation administration.
• Proven ability to partner with and influence executive leadership, demonstrating commanding executive presence.
• Exceptional written and verbal communication skills, with a high level of professionalism.
• Demonstrated expertise in consulting and advising across diverse HR disciplines, leveraging data-driven insights to identify opportunities, implement strategic solutions, and drive change.
• Ability to assess complex issues, make timely decisions, and drive strategic initiatives.
• Ability to align HR strategies with business objectives to drive organizational performance and employee engagement within a highly regulated financial services environment.
• Demonstrated ability to set strategic vision and effectively align resources to deliver results.
• Superb collaboration skills across multiple levels and functions with demonstrated success in aligning divergent positions and bringing cohesion to diverse perspectives.
• Experience with leading large scale system change.
• Proven ability to successfully execute initiatives, manage projects, and drive for results.
• Experience working in large, complex, dynamic organizations with multiple business groups and broad geographic reach and the ability to work in an ambiguous environment.

Pay Range
Reflected is the base pay range offered for this position. Pay may vary depending on factors including but not limited to demonstrated examples of prior performance, skills, experience, or work location. Employees may also be eligible for incentive opportunities.
$250,000.00 - $420,000.00
Benefits
Wells Fargo provides eligible employees with a comprehensive set of benefits, many of which are listed below. Visit Benefits - Wells Fargo Jobs for an overview of the following benefit plans and programs offered to employees.

• Health benefits
• 401(k) Plan
• Paid time off
• Disability benefits
• Life insurance, critical illness insurance, and accident insurance
• Parental leave
• Critical caregiving leave
• Discounts and savings
• Commuter benefits
• Tuition reimbursement
• Scholarships for dependent children
• Adoption reimbursement

Posting End Date:
17 Sep 2026
* Job posting may come down early due to volume of applicants.
We Value Equal Opportunity
Wells Fargo is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other legally protected characteristic.
Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit's risk appetite and all risk and compliance program requirements.
Applicants with Disabilities
To request a medical accommodation during the application or interview process, visit Disability Inclusion at Wells Fargo .
Drug and Alcohol Policy
Wells Fargo maintains a drug free workplace. Please see our Drug and Alcohol Policy to learn more.
Wells Fargo Recruitment and Hiring Requirements:
a. Third-Party recordings are prohibited unless authorized by Wells Fargo.
b. Wells Fargo requires you to directly represent your own experiences during the recruiting and hiring process.
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