03/20/2026
Address:
100 King Street West
Human Resources
We are seeking an experienced and highly skilled professional to lead the end‑to‑end project management, development, and delivery of Proxy/CD&A (Compensation Discussion & Analysis), related executive compensation disclosures, and other critical executive compensation initiatives and deliverables. This role is ideal for a hands‑on, technical executive compensation professional who excels in managing complex cross‑functional deliverables, influencing senior stakeholders, and driving precision and quality in all aspects of executive compensation governance.
Key Responsibilities and Duties:
As a key player in the dynamic Executive Compensation environment in North America, accountabilities for this role include, but are not limited to:
Proxy & CD&A Ownership
- Lead and manage the full lifecycle of the annual Proxy/CD&A development, including planning, content creation, drafting, reviews, and governance approvals.
- Ensure CD&A narratives clearly articulate the company’s executive pay philosophy, program design, performance outcomes, and pay‑for‑performance alignment.
- Maintain a detailed project timeline and drive adherence to critical milestones and deliverables.
- Coordinate internal and external stakeholder contributions (HR, Legal, Finance, Corporate Secretary, external consultants, design teams).
- Serve as primary point of contact for executive compensation‑related disclosure questions.
Governance, Compliance & Market Intelligence
- Serve as a trusted subject matter expert on executive compensation disclosure requirements, governance trends, and best practices, to support design initiatives and ensure timely, accurate, and compelling public disclosure and rigorous alignment to regulatory and governance standards.
- Monitor regulatory changes and governance developments impacting executive compensation disclosure (e.g., pay versus performance, claw backs, equity plan rules), including proxy advisors’ (ISS/Glass Lewis) guidelines and expectations.
- Benchmark peer practices and innovations to strengthen the bank’s program and disclosures.
- Partner with Legal and Corporate Secretary to ensure compliance with applicable securities regulations and disclosure obligations.
Cross‑Functional Leadership
- Lead complex, multi‑stakeholder projects with high visibility and tight timelines.
- Present analyses, recommendations, and disclosure drafts to senior HR and governance leaders.
- Manage relationships with external vendors and consultants.
Executive Compensation Program Support
- Provide analytical and subject matter expertise in the design and administration, as appropriate, of executive compensation frameworks and programs taking into consideration governance, compliance and disclosure requirements.
- Prepare materials and insights for the Human Resources Committee of the Board (HRC), as appropriate, including benchmarking, options and scenario modeling.
- Review and understand compensation programs for executives and senior leaders to ensure internal consistency and alignment to governance guidelines.
Required Qualifications and Skills:
- Experience: 5+ years of progressive experience in executive compensation, ideally within a public company or consulting environment; demonstrated experience owning Proxy/CD&A content, including drafting, project management, and interpretation of governance requirements.
- Knowledge: Strong understanding of Canadian and U.S. executive compensation disclosure requirements, governance trends, and proxy advisor expectations (ISS/Glass Lewis); Strong analytical and financial modeling skills related to executive pay design and pay-for-performance alignment.
- Overall: High attention to detail, accuracy, and quality; highly organized with strong project management discipline and ability to manage numerous concurrent deliverables; exceptional written communication skills, with the ability to translate complex compensation programs into clear, compelling, disclosure-ready language; strong stakeholder management and influencing skills, including comfort working with senior executives; discretion and sound judgment when handling sensitive information.
- Education: Bachelor’s degree in HR, Business, Finance, Law, or related discipline. CCP, CECP considered an asset.
Working Relationships:
- Reports to: Director, Executive Compensation
- This role will partner closely with HR, Finance and Investor Relations, Communications, Corporate Secretary, Legal and other partners and vendors to ensure compliant, accurate and high-quality deliverables, aligned with business objectives and shareholder interests.
$75,900.00 - $141,900.00
Salaried
The above represents BMO Financial Group’s pay range and type.
Salaries will vary based on factors such as location, skills, experience, education, and qualifications for the role, and may include a commission structure. Salaries for part-time roles will be pro-rated based on number of hours regularly worked. For commission roles, the salary listed above represents BMO Financial Group’s expected target for the first year in this position.
BMO Financial Group’s total compensation package will vary based on the pay type of the position and may include performance-based incentives, discretionary bonuses, as well as other perks and rewards. BMO also offers health insurance, tuition reimbursement, accident and life insurance, and retirement savings plans. To view more details of our benefits, please visit: https://jobs.bmo.com/global/en/Total-Rewards
About Us
At BMO we are driven by a shared Purpose: Boldly Grow the Good in business and life. It calls on us to create lasting, positive change for our customers, our communities and our people. By working together, innovating and pushing boundaries, we transform lives and businesses, and power economic growth around the world.
As a member of the BMO team you are valued, respected and heard, and you have more ways to grow and make an impact. We strive to help you make an impact from day one – for yourself and our customers. We’ll support you with the tools and resources you need to reach new milestones, as you help our customers reach theirs. From in-depth training and coaching, to manager support and network-building opportunities, we’ll help you gain valuable experience, and broaden your skillset.
To find out more visit us at https://jobs.bmo.com/ca/en.
BMO is committed to an inclusive, equitable and accessible workplace. By learning from each other’s differences, we gain strength through our people and our perspectives. Accommodations are available on request for candidates taking part in all aspects of the selection process. To request accommodation, please contact your recruiter.
Note to Recruiters: BMO does not accept unsolicited resumes from any source other than directly from a candidate. Any unsolicited resumes sent to BMO, directly or indirectly, will be considered BMO property. BMO will not pay a fee for any placement resulting from the receipt of an unsolicited resume. A recruiting agency must first have a valid, written and fully executed agency agreement contract for service to submit resumes.