Steve Decoux

About Steve Decoux

Accomplished Compensation and Total Rewards Leader with deep industry expertise and demonstrated thought- leadership in designing and implementing Total Rewards programs, championing business directives, and aligning with enterprise standards. Adept at counseling C-Suite executives on compensation vehicles and considerations, talent attraction and retention, succession planning, performance management, pay for performance, pay equity, and diversity, equity, and inclusion (DE & I) programs. Outstanding communicator and engaging collaborator, with a balanced approach to listening and advising, partnering to deliver on strategic business initiatives.AREAS OF EXPERTISE: Compensation Program Design | Incentive Plan Design | Performance Management | C-Suite Engagement Executive Talent Acquisition | Diversity, Equity, and Inclusion (DE & I)| Stakeholder Relations | Team Leadership Compliance | Risk Mitigation | Regulatory Standards | Global Statutes | Continuous Improvement | CommunicationsExecutive Compensation: Strategies & Frameworks - Emeritus University of PA, The Wharton SchoolWells Fargo Black / African American Diverse Leaders Program, UCLA Anderson School of Management Wells Fargo Leading with a Risk Mindset Leadership Series - Conducted for Top 1,500 LeadersWells Fargo Business Acumen Program - Nominated to Participate as High Performing, High Potential Leader

Experience

1. Sr Director, Compensation & Benefits

   Honeywell Technologies

   Jun 2024 — Present · Charlotte, NC, US

   Lead a team of compensation & benefits professionals providing support for Honeywell’s Corporate functions. Liaisewith global partners in matrix reporting structure for regional, operations (program administration & market pricing),and incentive & benefits design solutions. Develop and support Total Rewards offerings for approximately 15KFTEs across 60+ countries (including $1.0B+ in annual salaries and $150M+ in short- and long-term incentives).• Responsible for the design, administration, and communication of enterprise compensation, benefits, and rewardprograms. Provide functional expertise and advice to senior leaders and HR, including viable recommendationsfor complex issues, flexible pay strategies, market intelligence, and reliable analytical data for informed decisions.• Lead work stream to design standardized rewards and recognition strategy for enterprise merger, acquisition,divestiture, and separation activities. Develop scalable processes for market informed budgets, retention selectiondecision model, internal funding allocation aligned with deal stages, and framework to retain critical leaders at dealsigning (while maintaining internal equity and external market alignment).• Oversee annual compensation cycle (merit, promotion, market adjustment, short- and long-term variablecompensation, pay equity) and off-cycle competitive market analysis and retention consultation (cash and equity).• Partner with client-aligned HR and Talent Management to create succession planning strategy for feeder roles intoexecutive positions; customized role complexity model for client groups for alignment with long-term incentives.

Education

• Central State University

  Bachelor, Business Management

  1990 — 1995

Skills

• Investment Banking
• Executive Pay
• Performance Management
• Talent Management
• Compensation & Benefit
• Talent Acquisition
• Sourcing
• Recruiting
• Retirement
• Deferred Compensation
• Employee Benefits
• Budgets
• Hris
• Succession Planning
• Peoplesoft
• Onboarding
• Applicant Tracking Systems
• Employee Engagement
• Incentive Programs
• Employee Relations
• Workforce Planning