Sr. Manager, Executive Rewards

At Crocs, Inc., every career offers a chance to make a real impact. No two journeys look the same. And that's exactly how we like it. Whether you’re welcoming customers into our stores, collaborating with global teams at our headquarters, or keeping operations moving at our distribution centers, your impact is real and valued. At Crocs, Inc. you’re not expected to fit a mold. You’re encouraged to break it and create something better. Overview The Sr. Manager, Executive Rewards at Crocs, Inc . owns and serves as the subject-matter expert for Crocs' executive compensation programs, including base salary, annual incentives, and long-term incentives. Reporting to the Head of Global Compensation, this role leads preparation for Compensation Committee meetings and owns the compensation sections of the annual proxy, working closely with Legal, Finance, and our external compensation consultant. This position is located in Broomfield, Colorado OR Remote out of your home office. What You'll Do Own the compensation sections of the annual proxy, including the CD&A narrative, compensation tables, Pay Versus Performance, and CEO Pay Ratio; coordinate Section 16 reporting, Form 4 filings, and 8-K compensation disclosures with Legal; and model proxy advisor pay-for-performance outcomes to support Say-on-Pay planning and shareholder engagement. Own the annual Compensation Committee calendar and agenda, and develop the market assessments, pay recommendations, plan design proposals, goal-setting analysis, and scenario modeling behind each meeting, working closely with the Compensation Committee’s external compensation consultant. Maintain the governance record, including resolutions, delegations of authority, and charter compliance, and administer the stock ownership guidelines, clawback policy, and anti-hedging and anti-pledging policies. Assist with the design and implementation of executive annual and long-term incentive programs, from market research and financial modeling through metric selection, performance range calibration, payout curves, leverage analysis, and relative and absolute TSR structures. Evaluate incentive effectiveness using performance and participation outcomes, identifying gaps, modeling alternatives, and recommending enhancements to the Compensation Committee and senior leadership. Build and maintain the models and templates behind recurring executive analysis, including tally sheets, realizable pay, termination, and change-in-control scenario modeling, applying automation and AI tooling to reduce cycle time. Administer executive equity awards from grant through vesting, performance certification, and release, partner with Finance on share reserve tracking, dilution, burn rate, and equity expense, and serve as designated backup for equity plan administration across the broader participant population. Serve as the internal expert on executive compensation regulation and market practice,…