How BNY Mellon Pays
BNY's E through M technical grades and Analyst through Managing Director corporate titles, priced across 19 markets alongside the broad 10-share BK Shares program, executive PSUs and RSUs and a 95 percent ESPP, an $83.47M CEO package at 1,018:1, and 162 FY2025 H-1B wage records.
Band Hierarchy
BNY publishes no enterprise grade catalogue, no salary table and no title-to-grade dictionary. Two sequences coexist in public evidence: a lettered technical sequence from E to M exposed by salary platforms, and a corporate title ladder from Analyst to Managing Director visible in job postings and filings. Only the named executive officer, Executive Committee and independent director tiers carry a company disclosure.
Technical ladder — Grade E through M
Corporate title ladder — Analyst through Managing Director
Executive and board
Disclosed executive layer
Track divergence
Hierarchy qualifications and legacy structures
- The E to M sequence is a technical individual-contributor catalogue exposed by Levels.fyi. It should not be assumed to cover operations, risk, finance, investment management or people-management roles, and BNY has never published the grade definitions itself.
- Employee threads disagree on the corporate mapping. Some say J equals AVP, K equals VP and L equals SVP; others describe J, K and L as Specialist, Senior Specialist and Principal while the external title stays in the Vice President family. No verified dictionary exists, so none is published here.
- Vice President is a broad corporate title at BNY and can include experienced individual contributors with no direct reports. A Pune operations VP, a New York technology VP and a London regulatory VP sit in materially different labour markets.
- BNY was formed from the 2007 combination of The Bank of New York and Mellon Financial. Legacy director deferral plans and legacy awards persist in filings, but no public document describes a predecessor-to-current grade conversion, so legacy band mappings are not publicly disclosed.
- The independent director row is a governance package rather than an employment band and is excluded from the range chart, as are the named executive and chief executive rows.
Peer-level mapping
| Band | Archetype | Peer mapping | Caveat |
|---|---|---|---|
| E | Developer I | State Street entry engineer, Northern Trust analyst-grade developer | BNY has never published the grade definitions, so the E label is a salary-platform observation rather than a company code.Levels.fyi United States medians: $88,800 base, $4,300 bonus and $309 of stock against a $93,400 total. The stock line is negligible and may not capture the 10-share BK Shares award consistently. |
| F | Developer II | Custody-bank engineer II equivalents | Peer mapping is an analytical orientation; no bank publishes a cross-firm grade crosswalk.Levels.fyi United States medians: $107,000 base, $6,800 bonus and $147 of stock against a $114,000 total. |
| G | Developer III | Mid-level engineer at State Street or Northern Trust | Peer mapping is an analytical orientation; no bank publishes a cross-firm grade crosswalk.Levels.fyi United States records a $130,000 base median, a $4,500 bonus median and no stock; the platform's separate total-compensation median is $134,000. |
| H | Senior Developer | Senior engineer at a large custody or trust bank | Employee threads disagree on whether H carries a Vice President corporate title, so no title equivalence is claimed.Levels.fyi United States medians: $136,000 base and $6,100 bonus against a $142,000 total. |
| I | Lead Developer | Lead engineer or associate vice president technologist | No United States salary sample exists for grade I; the anchor is interpolated between the observed H and M medians.Modeled from the observed H and M United States medians. The only direct grade I observation in the bundles is India at 3,013,380 rupees total. |
| J | Specialist Developer | Staff engineer, or a Vice President corporate title in some businesses | Employee threads split between J equals AVP and J equals Specialist with a Vice President title; neither mapping is verified.No public United States sample. Interpolated between the observed grade H median and the grade M endpoint of $288,000. |
| K | Senior Specialist Developer | Senior staff engineer, or a Vice President title in some businesses | The only direct K observation in either bundle is a Wrocław total of 206,000 zloty from a Levels.fyi Poland endpoint.No public United States sample. Interpolated between the observed grade H median and the grade M endpoint. |
| L | Principal Developer | Principal engineer, or a Senior Vice President title in some businesses | Employee reports place L anywhere between Principal individual contributor and Senior Vice President; the mapping conflict is unresolved.No public United States sample. Interpolated to the observed grade M endpoint; the small equity line reflects that discretionary Long-Term Incentive Plan awards become plausible at this scope, not a disclosed grant. |
| M | Senior Principal Developer | Distinguished engineer or senior technical fellow equivalents | Only the total is observed; the base, bonus and equity split beneath it is modeled.Levels.fyi United States endpoint total of $288,000. Base, bonus and equity are apportioned so the components reconcile to that total. |
| Analy | Analyst / Representative | Custody-bank analyst programme entry | Title meaning differs materially by business and country, so the same title is not the same job across BNY.Glassdoor United States total-pay range of $73,000 to $108,000 across about 410 submissions with a $90,500 derived midpoint; a separate Operations Analyst page shows a $75,500 midpoint across about 207 submissions. |
| SrAn | Senior Analyst | Senior analyst at State Street or Northern Trust | Glassdoor totals mix functions and cities and are not a BNY offer band.Glassdoor United States total-pay range of $80,000 to $118,000 across about 204 submissions with a $99,000 derived midpoint. |
| SrAsc | Senior Associate | Associate or associate vice president scope at peer custody banks | A separate Lead Analyst page shows a $115,000 midpoint, so this rung and Lead Analyst overlap almost entirely.Glassdoor United States total-pay range of $92,000 to $140,000 across about 242 submissions with a $116,000 derived midpoint. |
| VP | Vice President | Vice President at State Street, Northern Trust or a bulge-bracket bank | Vice President is not one economic band. Employer-posted Pittsburgh base ranges for VP roles span roughly $84,000 to $167,000 by function.Glassdoor United States total-pay range of $139,000 to $214,000 across about 732 submissions with a $176,500 derived midpoint. The equity line is zero because BNY publishes no VP grant table and states that BK Shares only reach employees who otherwise receive no equity. |
| SVP | Senior Vice President | Senior Vice President or Director scope at peer custody banks | The national dedicated-title sample is tiny at about six submissions; a New York employer comparison shows a much higher $258,000 median.Glassdoor United States Senior Vice President total-pay range of $141,000 to $223,000 with a $122,000 to $187,000 base range; the New York comparison runs $213,000 to $316,000 with a $258,000 median. Employer-posted Pittsburgh SVP base ranges run $129,000 to $247,000. |
| Dir | Director / Managing Director | Director or Managing Director at a peer custody bank | Managing Director pay is not robustly disclosed in any retrieved aggregate, so this row is the Director observation carrying both titles.Glassdoor United States Director total-pay range of $197,000 to $303,000 across about 243 submissions with a $250,000 derived midpoint; recent New York director postings show base ranges of $212,250 to $281,000. |
| NEO | Senior Executive Vice President / named executive officer | Named executive officers at State Street and Northern Trust | An average of the four continuing non-CEO named executives, not a range for every officer carrying an executive title.Mean of the 2025 performance-year awarded total direct compensation for Dermot McDonogh at $19.00 million, Jose Minaya at $18.00 million, Kevin McCarthy at $8.75 million and Jayee Koffey at $6.25 million. |
| CEO | Chairman and Chief Executive Officer | State Street, Northern Trust, BlackRock and JPMorgan Chase chief executives | The 2025 Summary Compensation Table total includes a one-time transformation and retention award, so it is not a recurring annual figure.2026 proxy Summary Compensation Table for Robin Vince: $1.30 million salary, $47.44 million stock awards, $25.00 million option awards, a $9.51 million non-equity incentive and $222,800 of other compensation. BNY's own performance-year awarded total direct compensation for 2025 was $48.85 million. |
| Board | Independent Director | Large-cap United States bank boards | A governance package rather than an employment band, and excluded from the range chart.The standard 2025 package of a $110,000 cash board retainer plus a $215,000 deferred stock unit award of 2,904 units. Reported 2025 totals for individual independent directors ran from about $347,500 to about $541,250 once lead director, committee and subsidiary-board retainers are included. |
Critical evidence warning
BNY Mellon does not publish a global grade catalogue, salary bands, a non-executive bonus target grid, a rating scale, a promotion timetable or an ordinary-employee equity grant matrix. Every non-executive figure here is a salary-platform observation, an employer-posted range or a calibrated model around one, and should be used for orientation rather than quoted as a BNY pay band.
Compensation by Band — New York
Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus New York. Total equals base plus bonus plus annualized equity.
| Band | Title | Base | Variable | Total TC | Equity |
|---|---|---|---|---|---|
| E | Developer I 0–1 years observed · reported | $75K – $102K | 4.8% | $93K $79K – $107K | $300 |
| F | Developer II 2–3 years observed · reported | $91K – $123K | 6.4% | $114K $97K – $131K | $200 |
| G | Developer III Not publicly disclosed · reported | $111K – $150K | 3.5% | $135K $114K – $155K | — |
| H | Senior Developer Roughly 4–7 years in employee reports · reported | $116K – $156K | 4.5% | $142K $121K – $163K | — |
| I | Lead Developer Roughly 7–11 years in employee reports · modeled | $128K – $173K | 6% | $159K $135K – $183K | — |
| J | Specialist Developer Roughly 8–12 years in employee reports · modeled | $143K – $193K | 7% | $180K $153K – $207K | — |
| K | Senior Specialist Developer Roughly 11–14 years in employee reports · modeled | $157K – $213K | 9% | $202K $172K – $232K | — |
| L | Principal Developer Roughly 14 years and above in employee reports · modeled | $174K – $236K | 12% | $242K $206K – $278K | $12K |
| M | Senior Principal Developer Not publicly disclosed · reported | $197K – $267K | 15% | $288K $245K – $331K | $20K |
| Analy | Analyst / Representative Early career; the analyst programme cohort was about 1,500 in its third year · reported | $70K – $95K | 10% | $91K $77K – $104K | — |
| SrAn | Senior Analyst Experienced professional; no universal tenure rule published · reported | $77K – $104K | 10% | $99K $84K – $114K | — |
| SrAsc | Senior Associate Often an individual contributor who supervises work without formal reports · reported | $88K – $120K | 12% | $116K $99K – $133K | — |
| VP | Vice President No universal requirement; the title is very broad at BNY · reported | $131K – $177K | 15% | $177K $150K – $203K | — |
| SVP | Senior Vice President Not publicly standardised · reported | $129K – $175K | 20% | $182K $155K – $209K | — |
| Dir | Director / Managing Director Not publicly standardised · reported | $174K – $236K | 22% | $250K $213K – $288K | — |
| NEO | Senior Executive Vice President / named executive officer Executive Committee appointment · verified | $553K – $748K | 570% | $13.00M $11.05M – $14.95M | $8.64M |
| CEO | Chairman and Chief Executive Officer Board appointment · verified | $1.10M – $1.50M | 731% | $83.47M $70.95M – $95.99M | $72.44M |
| Board | Independent Director Senior executive, regulatory or board background · verified | $94K – $127K | — | $325K $276K – $374K | $215K |
Total Compensation Range by Band
Total compensation in New York across the employee bands. Proxy-disclosed executive cohorts are excluded so the employee bands stay readable.
Global Footprint & Pay Arbitrage
BNY reported about 48,100 full-time employees at 31 December 2025 with roughly 60 percent outside the United States, and headcount fell again to about 46,500 by 30 June 2026. New York is the pay anchor; Pune and Chennai carry the largest APAC technology and operations footprint, and every other market is calibrated against the New York median.
Office and market catalogue — calibration factors versus New York
| Location | Likely office profile | Presence | Base | TC |
|---|---|---|---|---|
New York United States · USD | Headquarters, client, markets, regulatory and senior leadership centre | Official office directory | 1.00× | 1.00× |
Pittsburgh United States · USD | Major operations, technology, compliance and treasury hub | Official office directory and employer-posted salary ranges | 0.82× | 0.82× |
Jersey City United States · USD | New York metropolitan operations, technology and control functions | Official office directory | 1.00× | 1.00× |
Lake Mary United States · USD | Florida operations and technology hub | Official office directory | 0.80× | 0.80× |
Pune India · INR | Largest APAC technology and operations capability centre | Official office directory | 0.21× | 0.22× |
Chennai India · INR | Technology, operations and finance centre; India country proxy for pay | Official office directory and a current Director of Finance posting | 0.21× | 0.22× |
Sydney Australia · AUD | Asset servicing, client coverage and regional technology | Official office directory | 0.60× | 0.60× |
Melbourne Australia · AUD | Client servicing and operations; Australia country proxy for pay | Official office directory | 0.60× | 0.60× |
London United Kingdom · GBP | EMEA client, markets, regulatory and leadership hub | Official office directory | 0.58× | 0.60× |
Manchester United Kingdom · GBP | Engineering and servicing site; United Kingdom country proxy for pay | Official office directory | 0.58× | 0.60× |
Dublin Ireland · EUR | Fund servicing, depositary, compliance and client operations | Official office directory | 0.52× | 0.54× |
Wexford Ireland · EUR | Regional fund accounting and servicing centre at a discount to Dublin | Official office directory | 0.40× | 0.42× |
Wrocław Poland · PLN | EMEA servicing, engineering and control functions | Official office directory and a published Poland benefits page | 0.20× | 0.21× |
Luxembourg City Luxembourg · EUR | Regulated fund domicile, depositary and European entity functions | Official office directory | 0.76× | 0.78× |
Frankfurt Germany · EUR | European bank entity, markets, client coverage and regulatory roles | Official office directory | 0.70× | 0.72× |
Brussels Belgium · EUR | European bank entity operations, risk and control functions | Official office directory | 0.48× | 0.50× |
Singapore Singapore · SGD | APAC client coverage, asset servicing and regional leadership | Official office directory | 0.42× | 0.44× |
Hong Kong Hong Kong · HKD | Greater China client coverage, markets and asset servicing | Official office directory | 0.62× | 0.64× |
Toronto Canada · CAD | Canadian asset servicing, client operations and control functions | Official office directory | 0.42× | 0.44× |
BNY discloses regional employee counts only, so this catalogue cannot rank offices by headcount. Boston, Wilmington and Tokyo are confirmed BNY locations but no reliable city-level pay sample was found for any of them, so they are omitted rather than modelled from a country average.
New York anchor medians — the basis of every modeled cell
| Band | Base | Stock | Bonus | Other | Total |
|---|---|---|---|---|---|
| E | $89K | $300 | $4K | — | $93K |
| F | $107K | $200 | $7K | — | $114K |
| G | $130K | $0 | $5K | — | $135K |
| H | $136K | $0 | $6K | — | $142K |
| M | $232K | $20K | $36K | — | $288K |
| Analy | $83K | $0 | $8K | — | $91K |
| SrAn | $90K | $0 | $9K | — | $99K |
| SrAsc | $104K | $0 | $12K | — | $116K |
| VP | $154K | $0 | $23K | — | $177K |
| SVP | $152K | $0 | $30K | — | $182K |
| Dir | $205K | $0 | $45K | — | $250K |
| NEO | $650K | $8.64M | $3.71M | — | $13.00M |
| CEO | $1.30M | $72.44M | $9.51M | $223K | $83.47M |
| Board | $110K | $215K | $0 | — | $325K |
- The New York column is the anchor. Grade E through H and grade M medians come from Levels.fyi United States software-engineering records; the Analyst through Director rows come from Glassdoor United States total-pay ranges, which the source itself flags as national rather than city-pure.
- Grades I, J, K and L have no public United States sample at all. Those anchors are interpolated between the observed grade H median and the observed grade M endpoint of $288,000 and are marked modeled.
- Pittsburgh, Jersey City and Lake Mary factors come from H-1B city anchors of about $137,059, $171,423 and $134,420 against a New York anchor of about $166,275, cross-checked against multi-year database city medians of $125,000, $152,150 and $153,525.
- India total compensation runs at roughly 22 percent of the New York anchor at the most junior grades and rises towards 32 percent at Director scope, because Indian Vice President and Senior Vice President packages compress far less than entry-level developer pay.
- Luxembourg, Frankfurt and Hong Kong compress in the opposite direction: local junior professional pay sits close to New York while senior local pay falls well below it, so those markets carry a descending rather than an ascending top factor.
- The named executive and chief executive rows are proxy disclosures shown for comparison only. They are global executive values and not a local pay range in any selected city.
Model rules
- Every modeled cell is the New York median multiplied by the city base or total factor and then by the 25 August 2026 foreign-exchange snapshot; no purchasing-power adjustment is applied.
- Factors come from the bundles' own city observations wherever they exist, and from the ratio of the local reported median to the New York median for the same title where they do not.
- India, Australia, Poland, Singapore, Ireland and Canada carry separate junior and senior factors because the gap to New York narrows with seniority; Luxembourg, Frankfurt and Hong Kong carry the reverse pattern.
- Melbourne uses the Australian national anchor and Manchester the United Kingdom national anchor, because neither city has a sufficient BNY-specific sample. Chennai uses the India country proxy for the same reason.
- A total compensation cell is base plus observed or target bonus plus annualised equity where equity is evidenced. No notional employer benefit load, superannuation, provident fund or pension contribution is added to any total; those are employer cost, not pay.
- Where no direct city observation exists for a band, the cell is a planning envelope rather than a benchmark and should be read alongside the evidence class shown on the row.
Variable Pay & Annual Cash Incentive
BNY's Form 10-K describes an annual discretionary incentive process and publishes no target percentage by grade. The band figures below are observed bonus-to-base ratios from salary records, not plan targets. The executive mechanics, the European regulatory overlay and the funding condition are company disclosures.
| Band | Target | Mechanism | Recent payout |
|---|---|---|---|
E Developer I | 4.8% observed | Annual discretionary incentive. Target percentage and payment cadence are not publicly disclosed. | Not publicly disclosed |
F Developer II | 6.4% observed | Annual discretionary incentive. Target percentage and payment cadence are not publicly disclosed. | Not publicly disclosed |
G Developer III | 3.5% observed | Annual discretionary incentive. The ratio falls against grade F because the two medians are independently sampled. | Not publicly disclosed |
H Senior Developer | 4.5% observed | Annual discretionary incentive. Target percentage and payment cadence are not publicly disclosed. | Not publicly disclosed |
I Lead Developer | 6% modeled | Annual discretionary incentive. The only direct grade I observation is India at a 3.6 percent bonus-to-base ratio. | Not publicly disclosed |
J Specialist Developer | 7% modeled | Annual discretionary incentive with no published target by grade. | Not publicly disclosed |
K Senior Specialist Developer | 9% modeled | Annual discretionary incentive with no published target by grade. | Not publicly disclosed |
L Principal Developer | 12% modeled | Annual discretionary incentive; employee discussions describe roughly 5 to 25 percent for bonus-eligible roles at this scope. | Not publicly disclosed |
M Senior Principal Developer | 15% modeled | Annual discretionary incentive; the observed total of $288,000 is not decomposed by the source. | Not publicly disclosed |
Analy Analyst / Representative | 10% modeled | Annual discretionary incentive. Some employee reports say lower-grade Asset Servicing roles may receive no bonus while Investment and Wealth roles are eligible at lower grades. | Not publicly disclosed |
SrAn Senior Analyst | 10% modeled | Annual discretionary incentive with no published target by grade. | Not publicly disclosed |
SrAsc Senior Associate | 12% modeled | Annual discretionary incentive with no published target by grade. | Not publicly disclosed |
VP Vice President | 15% modeled | Annual discretionary incentive; dispersion is wide enough that function matters more than the title. | Not publicly disclosed |
SVP Senior Vice President | 20% modeled | Annual discretionary incentive; a London Senior Vice President submission implies a 26.5 percent bonus-to-base ratio. | Not publicly disclosed |
Dir Director / Managing Director | 22% modeled | Annual discretionary incentive weighted towards business results, with equity increasingly material but not disclosed by title. | Not publicly disclosed |
NEO Named executive officers | 30% of the incentive paid in cash | The incentive is split 30 percent cash, 45 percent PSUs and 25 percent RSUs. The cash portion is paid in the January following the performance year. | 2025 cash incentives ran from $1.68M to $5.51M |
CEO Chairman and Chief Executive Officer | 20% of the incentive paid in cash | The incentive is split 20 percent cash, 60 percent PSUs and 20 percent RSUs. The 2025 cash award was paid in a single January 2026 payment. | $9.51M cash for the 2025 performance year |
Executive incentive targets — percent of salary
Named-executive outcomes
| Executive | Target | Paid | Attainment |
|---|---|---|---|
| Robin Vince | $0 | $9,510,000 | Target not disclosed |
| Dermot McDonogh | $0 | $5,505,000 | Target not disclosed |
| Jose Minaya | $0 | $5,205,000 | Target not disclosed |
| Kevin McCarthy | $0 | $2,430,000 | Target not disclosed |
| Jayee Koffey | $0 | $1,680,000 | Target not disclosed |
Employee payout timing and history
Company-wide target-versus-actual payout percentages for 2023 to 2025 are not publicly disclosed, and no employee-wide bonus grid exists in any reviewed source. Executive dollar awards are disclosed but must not be converted into a payout-versus-target percentage without the applicable target, which BNY does not publish. Spot bonuses, project incentives, utilisation metrics and deal-closure bonuses are not documented at enterprise level.
Sales and special incentives
BNY discloses no quota structures, commission rates, accelerators or draw arrangements for its client coverage and sales organisation. The European bank entity does disclose the relevant regulatory overlay: material risk takers must defer at least 40 percent of variable remuneration for at least four years, rising to 60 percent for executive directors and particularly high awards, at least 50 percent of variable pay must be delivered in shares with a further one-year retention period, and the illustrated standard payout is 30 percent cash upfront, 30 percent immediately vested equity with a holding period and 40 percent deferred equity.
Equity — RSUs, PSUs, Options & ESPP
BNY is a United States issuer, so employee equity means restricted stock units, performance stock units, deferred stock units and an employee stock purchase plan rather than an Indian-style employee stock option plan. The evidence supports a two-layer model: a broad 10-share BK Shares grant for employees who otherwise receive no equity, and materially larger discretionary awards for executives, directors and selected senior employees.
- Comparing the 30,399,477 shares remaining at 31 December 2025 with the 45,111,147-share starting authorisation implies about 14.712 million shares, or 32.6 percent of the initial authorisation, were no longer available for new awards. That is a simple analytical pool calculation and not a formal accounting utilisation rate, because forfeiture and recycling provisions change the pool.
- Total shares remaining under approved plans were 33,956,557 at 31 December 2025, worth about $5.57 billion at the report price, of which the Long-Term Incentive Plan reserve was $4.98 billion and the employee stock purchase plan reserve $583.2 million.
- A further 1,580,211 shares could be issued if outstanding performance stock units settled at the disclosed maximum. That is a potential increment rather than current grant capacity.
- All notional values here multiply share counts by the $163.95 market price. They are not recorded compensation expense, expected dilution or realised employee value.
Equity plan capacity and award activity at 31 December 2025
Vesting — common reported employee schedule
The schedule above is the named-executive annual restricted stock unit pattern of one third on each of the first three anniversaries. It is not a general employee schedule, because BNY publishes none. BK Shares behave completely differently: the 2024 proxy says the 10 units vest immediately and convert to common shares, with a three-year holding requirement rather than a vesting period. Performance stock units are a single cliff after a three-year performance period, independent-director units vest at the next annual meeting, and the chief executive's special award vests half at the fifth anniversary and half at the sixth.
Eligibility by hierarchy level
- Employees who otherwise do not receive equity and meet the programme rules get BK Shares, currently 10 units worth about $1,640 at the report price. Eligibility detail beyond that broad exclusion test is not publicly disclosed.
- No grade-by-grade policy exists for the E to M technical grades. The small stock values that appear in salary-platform records for those grades are observations, not a policy matrix, and may not capture the BK Shares award consistently.
- Vice President, Senior Vice President, Director and Managing Director employees can receive Long-Term Incentive Plan awards at committee discretion, but no universal threshold and no standard grant size is disclosed. It is wrong to infer that every Vice President receives an annual restricted stock unit grant.
- Named executive officers receive annual performance stock units and restricted stock units alongside the cash incentive, plus exceptional awards when the committee approves them. Independent directors receive the annual deferred stock unit award and must hold it during board service.
- Employee stock purchase plan participation is an elective purchase rather than a free grant, and the plan is offered only where local rules permit.
Indicative annual grant value by band — New York
| Band | Annual value (USD) | Median | Shares at $163.95 |
|---|---|---|---|
| E | $225 – $375 | $300 | ~1–2 |
| F | $150 – $250 | $200 | ~1–2 |
| L | $9K – $15K | $12K | ~55–91 |
| M | $15K – $25K | $20K | ~91–152 |
| NEO | $6.48M – $10.81M | $8.64M | ~39,547–65,912 |
| CEO | $54.33M – $90.55M | $72.44M | ~331,382–552,303 |
| Board | $161K – $269K | $215K | ~984–1,639 |
Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $163.95 reference price at 25 August 2026, 19:43 UTC and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.
Named executive target equity
| Executive | Target | Units / structure |
|---|---|---|
Robin Vince Chairman and Chief Executive Officer | $38.04M of 2025 performance-year equity plus a $50.00M special award | 197,559 target performance stock units with a $16.830 million grant-date value and 65,853 restricted stock units at $5.610 million were granted for the 2025 performance year, alongside performance-year awarded PSUs of $28.53 million and RSUs of $9.51 million. The separate December 2025 award added 215,648 restricted stock units at $25.000 million and 869,263 options with a $25.000 million grant-date fair value at a $115.93 strike. |
Dermot McDonogh Chief Financial Officer | $12.85M of 2025 performance-year equity | 66,161 target performance stock units with a $5.636 million grant-date value and 36,757 restricted stock units at $3.131 million; the performance-year decision was $8.258 million of PSUs and $4.588 million of RSUs on a 45 and 25 percent incentive split. |
Jose Minaya Global Head of Investments and Wealth | $12.15M of 2025 performance-year equity | 65,237 target performance stock units with a $5.558 million grant-date value and 36,243 restricted stock units at $3.088 million; the performance-year decision was $7.808 million of PSUs and $4.338 million of RSUs. |
Kevin McCarthy General Counsel | $5.67M of 2025 performance-year equity | 34,468 target performance stock units with a $2.936 million grant-date value and 19,149 restricted stock units at $1.631 million; the performance-year decision was $3.645 million of PSUs and $2.025 million of RSUs. |
Jayee Koffey Chief Global Affairs Officer | $3.92M of 2025 performance-year equity | 26,544 target performance stock units with a $2.261 million grant-date value and 14,747 restricted stock units at $1.256 million; the performance-year decision was $2.520 million of PSUs and $1.400 million of RSUs. |
Executive Compensation
2025 Summary Compensation Table values from the 2026 proxy statement. Equity is shown at grant-date accounting value rather than cash received, and for the chief executive the two diverge sharply because a one-time transformation and retention award lands entirely in the 2025 column while its value only becomes available in years five and six.
Reading the package
Salary was about 1.6 percent of the 2025 reported total while stock and option awards together were about 86.8 percent. The ratio is structurally distorted by the December 2025 special award: strip it out and BNY's own performance-year awarded total direct compensation was $48.85 million, which implies a ratio closer to 596 to 1. Both figures are valid disclosures answering different questions, and neither is money the chief executive has received.
BNY's $83.47 million Summary Compensation Table total should not be compared mechanically with peer annual decisions, because the special award creates a grant-timing effect that the peers do not carry this year. Even on the comparable $48.85 million performance-year basis BNY sits above BlackRock and JPMorgan Chase and far above its two direct custody-bank peers, whose pay ratios were 449 to 1 on a $43,491 median at State Street and 136 to 1 on a $73,867 median at Northern Trust.
Named Executive Officers & Board
Robin Vince has been Chairman and Chief Executive Officer through the 2025 and 2026 disclosure period. The Executive Committee sits above a Senior Executive Vice President and Managing Director layer for which no compensation table exists, and BNY says more than 70 percent of employees now work in its platforms operating model.
The stock column above combines $47.44 million of stock awards with $25.00 million of option awards for the chief executive, because the shared schema carries a single equity line; every other named executive received no option awards in 2025. Jose Minaya's $4.701 million of other compensation is by far the largest such figure in the table and drives his SEC total above the Chief Financial Officer's despite a smaller cash incentive. BNY publishes both an SEC Summary Compensation Table and a performance-year awarded total direct compensation table, and the two answer different questions: the former recognises grant-date value in the year of grant, the latter records the committee's decision for the performance year.
Board compensation framework
| Element | Amount | Notes |
|---|---|---|
| Annual deferred stock unit award | $215,000 | 2,904 units granted in April 2025; they vest on the earlier of one year or the next annual meeting and are held throughout board service, with dividend equivalents reinvested. |
| Annual cash board retainer | $110,000 | Paid to each independent director; the executive chairman receives no director pay. |
| Lead Independent Director retainer | $175,000 | Additional retainer on top of the standard cash retainer and equity award. |
| Audit or Risk Committee membership | $25,000 | Paid for membership of either committee, in addition to any chair retainer. |
| Committee chair retainers | $25,000–$35,000 | Audit and Risk chair amounts are paid in addition to the membership retainer for the same committee. |
| Observed 2025 totals | $347,500–$541,250 | Individual outcomes among the listed independent directors, including special subsidiary-board amounts where applicable. Illustrative totals include about $377,500 for Linda Cook, $541,250 for Joseph Echevarria, $360,000 for Amy Gilliland and $377,500 for Jeffrey Goldstein. |
Independent directors must hold their deferred stock units for as long as they serve, which is a stronger alignment device than the annual vest common in United States technology boards. Legacy director deferral plans inherited from the 2007 merger still appear in the filings alongside the current programme.
Regional heads and other officers
Alejandro Perez, Kurtis Kurimsky, Shannon Hobbs and the rest of the Executive Committee are Section 16 officers who did not qualify as named executives for 2025, so no compensation table covers them and their pay is visible only through Form 4 share movements. The only aggregate signal for that layer is the Executive Committee performance stock unit target of 795,306 units for 2025. Managing Director and Director compensation is not disclosed at all, and no retrieved salary aggregate carries a robust Managing Director sample.
Insider Trades — SEC Forms 3/4/5
BNY is NYSE-listed, so the governing record is SEC Forms 3, 4 and 5 rather than any Indian exchange filing. No BSE or NSE insider-trading rule, SEBI takeover regulation or promoter-group reporting applies to BNY common stock, and no public employee option-exercise table exists because the broad employee vehicle is a share award rather than an option.
| Date | Person | Transaction | Shares | Price | Value |
|---|---|---|---|---|---|
| 2026-07-29 | Dermot McDonogh family trust Indirect holding of the Chief Financial Officer | Sale Largest of four weighted-average price lots sold the day the shares were contributed to the trust. | 10,303 | $155.76 | $1.60M |
| 2026-07-29 | Dermot McDonogh family trust Indirect holding of the Chief Financial Officer | Sale Second price lot of the same disposal. | 9,000 | $153.78 | $1.38M |
| 2026-07-29 | Dermot McDonogh family trust Indirect holding of the Chief Financial Officer | Sale Third price lot of the same disposal. | 7,200 | $156.68 | $1.13M |
| 2026-07-29 | Dermot McDonogh family trust Indirect holding of the Chief Financial Officer | Sale Fourth price lot; the four lots total about $4.94 million against 31,800 shares contributed to the trust. | 5,297 | $154.90 | $820K |
| 2026-04-17 | Kevin McCarthy General Counsel | Sale Open-market sale recorded in the Form 4 aggregation at an approximate price. | 30,000 | $136.00 | $4.08M |
| 2026-04-17 | Alejandro Perez Executive officer | Sale Open-market sale on the same day as two other officer disposals. | 12,504 | $137.00 | $1.71M |
| 2026-04-17 | Kurtis Kurimsky Executive officer | Sale Open-market sale recorded in the Form 4 aggregation. | 5,290 | $136.00 | $719K |
| 2026-04-17 | Shannon Hobbs Executive officer | Sale The smallest disposal in the compiled window. | 297 | $137.05 | $41K |
| 2026-02-28 | Jose Minaya Global Head of Investments and Wealth | Withholding Shares withheld by the issuer to cover tax on equity vesting, not a discretionary sale. | 45,584 | $119.00 | $5.42M |
| 2026-02-28 | Dermot McDonogh Chief Financial Officer | Withholding Shares withheld by the issuer to cover tax on equity vesting. | 32,793 | $119.00 | $3.90M |
| 2026-02-15 | Robin Vince Chairman and Chief Executive Officer | Withholding Shares withheld by the issuer to cover tax on equity vesting. | 42,789 | $117.74 | $5.04M |
| 2025-12-09 | Robin Vince Chairman and Chief Executive Officer | Award Special transformation and retention restricted stock units vesting half at the fifth anniversary and half at the sixth. | 215,648 | — | $25.00M |
| 2025-12-09 | Robin Vince Chairman and Chief Executive Officer | Award Nonqualified options at a $115.93 strike with a $25.00 million grant-date fair value and no purchase value at grant; gross intrinsic value at the report price is about $41.7 million. | 869,263 | $115.93 | $0 |
Reading guide
Benefits & Perks
BNY's benefit picture is much better evidenced than its pay picture in the United States and Poland, and much thinner everywhere else. Everything below comes from a BNY newsroom announcement, a BNY careers page, a filing or a government rule; where local coverage limits, insurers or leave schedules are not published, the row says so rather than estimating.
United States
- Pay floor — $25 an hour minimum wage. Effective 1 March 2025 and announced in December 2024 alongside the wider employee investment package. [official]
- Retirement — 401(k) with a 100 percent match on the first 7 percent of eligible base pay. 2025 plan material shows a $16,000 company-match cap and a $750 additional base contribution for qualifying lower-base-pay employees under the plan's eligibility and service rules. Eligible bonus may be deferred into the plan. [official]
- Retirement — Student-loan matching. Qualified student-loan payments can count toward 401(k) matching, announced as part of the December 2025 financial-wellbeing package. [official]
- Medical — Zero-premium health plan option below $75,000 of pay. Disclosed for United States employees earning under $75,000 a year. The medical carrier, the premium split at higher pay levels and the plan tiers are not published. [official]
- Income protection — Short-term disability at 100 percent of base pay for up to 26 weeks. Available from the date of hire following the 2025 redesign, which removed the usual service qualification. [official]
- Family — 16 weeks fully paid parental leave. Part of the global parental programme. From 2026 BNY also matches the United States government's $1,000 child investment contribution for eligible employee newborns. [official]
- Wellbeing — Spring Health mental-health support. Therapy and coaching for employees and immediate family globally, alongside telemedicine, selected onsite health centres, fitness discounts, health coaching, biometric screening and financial education and counselling. [official]
- Leave — Paid time off. BNY describes generous paid time off on its careers page but publishes no standard number of days by band or location. [npd]
Global programs
- Equity — BK Shares. Ten restricted stock units for eligible employees who otherwise receive no equity, vesting immediately and held for three years. Worth about $1,640 at the report price and repeated in 2023 and 2025 without a contractual annual guarantee. [official]
- Family — 16 weeks paid leave for new parents. Announced globally and inclusive of adoption, foster care and surrogacy, with 26 weeks preserved for birth mothers in India. [official]
- Wellbeing — Spring Health therapy and coaching. Available to employees and immediate family globally, alongside stress-management tools and virtual or in-person therapist access. [official]
- Working model — Four office days a week from 2 September 2025. Reuters reported the move from three to four days for affected employees, which changes commute economics without changing headline pay. [reported]
- Growth — Development and internal mobility programmes. BNY careers materials support internal development and global mobility, but no learning platform name, certification budget or sabbatical policy is published. [npd]
Benefit fields not publicly quantified
The United States 401(k) match formula is the one benefit where the two research bundles disagree: one records a 100 percent match on the first 7 percent of eligible base pay with a $16,000 cap from 2025 plan material, while the other states the formula was not located in current public plan materials. India insurer, sum insured, family floater, food and cab policy, National Pension System rate and exact leave days are not disclosed. So are the United Kingdom and continental Europe pension percentages, Australian private health and salary packaging, Singapore, Hong Kong and Canada retirement and medical terms, employee premium contributions in every market, a uniform paid-time-off schedule, a global remote-work entitlement and any sabbatical policy.
Performance Review & Pay Progression
BNY says it has continued simplifying performance management, revamped its ratings and relaunched Feedback at BNY, but publishes no rating scale, no rating labels, no distribution and no increment grid. The clearest official description of how performance drives pay is in the European bank entity's remuneration disclosure rather than in any group-wide policy.
Not publicly disclosed
Modeled promotion planning timeline
| Band | Years to next scope | Promotion hike | Status |
|---|---|---|---|
| E | 2–3 years to F on observed experience | Not disclosed | Modeled planning interval |
| F | Not publicly disclosed | Not disclosed | Modeled planning interval |
| G | Not publicly disclosed | Not disclosed | Modeled planning interval |
| H | Not publicly disclosed | Not disclosed | Modeled planning interval |
| I | Not publicly disclosed | Not disclosed | Modeled planning interval |
| J | Not publicly disclosed | Not disclosed | Modeled planning interval |
| K | Not publicly disclosed | Not disclosed | Modeled planning interval |
| L | Not publicly disclosed | Not disclosed | Modeled planning interval |
| M | Terminal technical grade in the publicly visible sequence | Not disclosed | Modeled planning interval |
| Analy | Not publicly disclosed | Not disclosed | Modeled planning interval |
| SrAn | Not publicly disclosed | Not disclosed | Modeled planning interval |
| SrAsc | Not publicly disclosed | Not disclosed | Modeled planning interval |
| VP | Not publicly disclosed | Not disclosed | Modeled planning interval |
| SVP | Not publicly disclosed | Not disclosed | Modeled planning interval |
| Dir | Not publicly disclosed | Not disclosed | Modeled planning interval |
| NEO | Committee appointment | Not disclosed | Modeled planning interval |
| CEO | Board appointment | Not disclosed | Modeled planning interval |
| Board | Annual re-election | Not disclosed | Modeled planning interval |
The European bank entity gives the only official performance architecture in the public record: performance is assessed using corporate, business-line and individual inputs, the programme includes Power Our Culture and Embodying a Strong Risk Culture alongside results-based goals, material risk takers receive a Risk Culture Summary Scorecard covering operational risk, reputational risk, risk exposures, compliance and audit, and risk findings can reduce both the rating and the variable award. Year-end awards are board-approved and several countries process incentives in January or February.
Pay progression evidence
Modeled progression, not BNY policy: employee reports suggest multi-year movement through grades G, H and I, then slower progression through J, K and L as role scope and openings matter more than tenure. Observed United States medians imply roughly 20 percent from E to F, 21 percent from F to G, 5 percent from G to H and a much larger step into the specialist and principal grades, but those are separate samples rather than tracked individuals. At Vice President and above the dispersion within a title exceeds the step between titles, so a function change is often worth more than a promotion.
H-1B / LCA Visa Footprint — United States
BNY is a moderate H-1B sponsor by large-bank standards, with filings concentrated in New York, Pittsburgh, Jersey City and Lake Mary. Labour condition application wages are the required or offered base wage only, so they exclude bonus, equity and benefits and must never be compared directly with a total compensation figure.
Dataset summary
| Dataset | Result | Interpretation |
|---|---|---|
| H1BGrader FY2025 | 159 records at a $150,706 median and a $151,844 average | 75th percentile $175,240, 90th percentile $192,037, minimum $85,981 and maximum $273,000. |
| H1BData FY2025 wage file | 162 records at a roughly $145,000 median | 6.79 percent below $100,000, 43.83 percent between $100,000 and $150,000, 40.74 percent between $150,000 and $200,000 and about 8.64 percent above $200,000, across 95 distinct job titles and 8 cities. |
| MyVisaJobs FY2026 tracker | 180 labour condition applications and 62 I-129 petitions | 60 approvals and 2 denials, plus 23 permanent labour petitions and 25 prevailing-wage requests. Updated 18 August 2026. |
| Specialist visa salary database | About a $150,720 median with a $122,924 lower quartile and a $176,143 upper quartile | A different methodology again; a separate multi-year view of the same source reported initial approval around 99.5 percent for FY2019 to FY2024. |
| H1BData multi-year city pages | 459 New York, 272 Pittsburgh and 151 Jersey City records | The city pages aggregate multiple years despite a year-labelled URL, so their $153,525, $125,000 and $152,150 medians are not FY2025-only figures. |
City-level H-1B wage history
| City | P25 | Median | P75 | Records |
|---|---|---|---|---|
New York, New York Headquarters worksite with the highest-paid specialist mix. The multi-year city page shows a $153,525 median across 459 records. | $140K | $166,275 | $195K | 67 |
Pittsburgh, Pennsylvania The largest operations and technology hub in the filings. The multi-year city page shows a $125,000 median across 272 records. | $112K | $137,059 | $165K | 61 |
Jersey City, New Jersey Carries the New York market effect on a much smaller record count. The multi-year city page shows a $152,150 median across 151 records. | $145K | $171,423 | $190K | 13 |
Lake Mary, Florida Operations and technology hub with the clearest geographic discount in the dataset. | $112K | $134,420 | $158K | 16 |
Los Angeles, California Two records only; shown for completeness and far too small for any inference. | $118K | $125,105 | $132K | 2 |
All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.
Selected title / worksite records
| Title | Worksite | Proffered wage | Notes |
|---|---|---|---|
| Prevailing wage Level I | All BNY worksites, FY2025 | $110,000 median across 28 records | Minimum $85,981, 75th percentile $145,000 and maximum $153,490. |
| Prevailing wage Level II | All BNY worksites, FY2025 | $129,600 median across 23 records | Minimum $101,000, 75th percentile $155,287 and maximum $204,000. |
| Prevailing wage Level III | All BNY worksites, FY2025 | $144,500 median across 11 records | Minimum $121,131, 75th percentile $165,000 and maximum $182,766. |
| Prevailing wage Level IV | All BNY worksites, FY2025 | $173,060 median across 80 records | The dominant cohort by far, with a $113,451 minimum, a $183,600 upper quartile and a $273,000 maximum. |
| Senior Associate, data science and full-stack roles | Pittsburgh, Pennsylvania | Roughly $110,000 to $145,000 | Representative FY2025 rows rather than a complete percentile table for the title. |
| Market and liquidity risk roles | New York, New York | Roughly $88,400 to $89,250 | Among the lowest New York certified wages in the FY2025 file, well below the city median for senior technical roles. |
Reading the data correctly
- A labour condition application is a filing, not a hire. Certified applications exceed petitions and petitions exceed employees, and the same worker can appear across multiple filings.
- Certified wages are base pay only. They exclude the annual discretionary incentive, BK Shares, any Long-Term Incentive Plan award and all benefits, which together are the larger part of a senior BNY package.
- The city quartiles shown here are reconstructed from the FY2025 wage distribution because the underlying database publishes only a median for each city, so they are analytical estimates rather than published percentiles.
- City record counts come from the FY2025 city anchors while the medians quoted in the notes come from multi-year database pages. The two cannot be merged, and a year-labelled URL does not guarantee a single-year scope.
- The four public extracts disagree on record counts and medians because each applies a different fiscal-year filter, refresh date and status category. This report preserves each figure separately rather than averaging them.
- The FY2026 approval rate of 96.8 percent rests on a 62-petition denominator, and a separate multi-year source reporting about 99.5 percent covers different periods and petition types. The two should not be merged.
Key Nuances & Insights
The lettered E to M technical sequence and the Analyst, Associate, Vice President, Senior Vice President, Director and Managing Director title sequence coexist. Employee threads split on whether J, K and L map to AVP, VP and SVP or to Specialist, Senior Specialist and Principal. Converting one sequence into the other would create false precision, so this report keeps them as two named ladders.
Employer-posted Pittsburgh Vice President base ranges span roughly $84,000 to $167,000 across different roles while the United States salary-platform total-pay range runs $139,000 to $214,000. A Pune operations VP, a New York technology VP, a London regulatory VP and a Sydney relationship-management VP sit in entirely different labour markets. Function matters as much as title.
Ten BK Shares are worth about $1,640 at the report price. What makes the programme unusual is not the size but the design: the units vest immediately and convert to shares with a three-year holding requirement, so roughly 45,000 employees who previously held no stock became actual shareholders rather than holders of a future right.
BNY's plan buys at an expected 95 percent of fair market value on the purchase date. There is no disclosed lookback and no offering-start reference price, so the discount is a flat 5 percent that does not compound with a rising share price. The plan permits 85 percent but does not commit to it.
A December 2025 award of $25 million of restricted stock units and 869,263 options drove the SEC total above $83 million and the ratio to 1,018 to 1. BNY's own performance-year awarded total direct compensation was $48.85 million, which implies a ratio nearer 596 to 1. Both are valid disclosures answering different questions.
Named-executive awards are mostly equity, performance stock units settle at 0 to 150 percent on adjusted return on tangible common equity and relative shareholder return, and the chief executive's special award waits five and six years with a further two-year holding period on net option shares. Nothing funds at all below a 8.5 percent common equity Tier 1 ratio.
For material risk takers a nominal bonus splits into 30 percent cash upfront, 30 percent immediately vested equity with a one-year holding period and 40 percent deferred equity over four to five years. Liquidity and risk-adjusted value therefore differ materially from an identical headline bonus paid fully in cash in New York.
United States Developer I total pay is about 4.5 times the India figure, 1.69 times the United Kingdom figure and 4.67 times the Poland figure at spot rates. India hubs carry large technology and operations populations while New York carries headquarters, revenue, regulatory and leadership roles, so the gap reflects role mix as much as cost.
Public filings establish who may receive a Long-Term Incentive Plan award but not what a Vice President, Senior Vice President or Director actually gets, how often it refreshes or how forfeiture works in every jurisdiction. The small stock fields in salary-platform records should not be promoted into a policy matrix.
Full-time employees went from about 51,800 at the end of 2024 to 48,100 at the end of 2025 and 46,500 by mid-2026, while second-quarter 2026 revenue reached about $5.7 billion at a 40 percent pre-tax margin and a 31 percent return on tangible common equity. Expenses rose partly from employee salary increases, but no average hike was disclosed.
Australia, Japan and several European cities have very small samples. The Australian Vice President figure rests on a one-salary signal, Hong Kong shows a Vice President total-pay range that contradicts the same site's monthly base page, and Tokyo has no usable BNY-specific sample at all. Nulls are more trustworthy than fabricated band curves.
A United States Department of Labor settlement concerning compensation-discrimination allegations at Jersey City is a reminder that aggregate salary ranges do not establish equal pay at role level, and that a published range says nothing about where inside it individuals actually sit.
Research control
BNY's chief executive pay is the outlier in its own peer set. On the 2025 SEC basis the $83.47 million total is more than four times State Street's $19.53 million and more than eight times Northern Trust's $10.06 million, and the 1,018 to 1 ratio compares with 449 to 1 and 136 to 1. Even on the comparable $48.85 million performance-year basis BNY sits above BlackRock's $45.0 million and JPMorgan Chase's $43.0 million. On the employee side the picture reverses: an $81,987 median employee is well above State Street's $43,491 and above Northern Trust's $73,867, and BNY's broad equity layer of 10 shares per eligible employee has no disclosed equivalent at either custody peer.
Evidence classification
| Label | Meaning | Examples and permitted use |
|---|---|---|
| Verified | A BNY SEC filing, an official BNY newsroom or careers page, an employer-posted salary range or a government rule. | Executive and director pay, equity plan mechanics, headcount, benefits floors, the European remuneration overlay and foreign-exchange rates. |
| Reported | A named third-party dataset with observable records: Levels.fyi, Glassdoor, Indeed, AmbitionBox and the visa aggregators. | The New York anchor medians, the city observations behind every calibration factor and the H-1B wage distributions. |
| Modeled | The New York anchor multiplied by a city calibration factor and foreign exchange, inside a planning envelope. | Grades I, J, K and L, every band-and-city cell without a direct observation, and the modeled bonus targets. |
| Not publicly disclosed | No source in either research bundle supports a figure. | Recorded as such rather than estimated, including the rating scale, the promotion grid and city headcount. |
Explicit “Not publicly disclosed” index
Known gaps and diligence before relying on a cell
- 1The two bundles use slightly different foreign-exchange snapshots for the same day, 25 August 2026: INR 95.7143 against 95.3594, GBP 0.7336 against 0.733175, CAD 1.3860 against 1.38444 and SGD 1.2703 against 1.26989. This report standardises on the first bundle's rates, which are the ones its own city calibration tables were computed against.
- 2The two bundles quote different share prices: $163.95 at 25 August 2026 and $162.14 at the 24 August close. Every notional equity value here uses $163.95, so any figure carried across from the other bundle will read about 1.1 percent lower.
- 3The bundles disagree on London analyst pay. One reports a Glassdoor London Analyst range of £41,000 to £62,000 and the other a United Kingdom Analyst range of £25,000 to £40,000. The London calibration factor here is built from the Vice President and Director observations, which the two bundles agree on much more closely.
- 4The United States 401(k) match formula is disclosed as 100 percent on the first 7 percent of eligible base pay with a $16,000 cap in one bundle and recorded as not located in the other. The benefit row states the formula and names the plan-material source rather than presenting it as a filing disclosure.
- 5Chief executive pay-ratio inputs differ slightly across the two bundles: $83,472,970 on the Summary Compensation Table against $83,495,625 used for the ratio, and $81,987 against a rounded $82,000 median. The precise filing figures are used throughout.
- 6Grades I, J, K and L have no United States salary observation of any kind. Their anchors are interpolated between the observed grade H median and the grade M endpoint and are marked modeled; treat them as the weakest rows in the table.
- 7The Senior Vice President row uses the national dedicated-title sample of about six submissions, which sits barely above the Vice President midpoint. A New York-specific comparison puts the Senior Vice President median at about $258,000, so the anchor understates the New York market for that title.
- 8Boston, Wilmington and Tokyo are confirmed BNY locations with no reliable city pay sample, so they are omitted from the location table rather than assigned a country-average factor. Melbourne, Manchester and Chennai are carried at their national anchors and labelled as country proxies.
- 9No notional employer benefit load is added anywhere. Provident fund, superannuation, pension and social-security contributions are employer cost and are described in the benefits section rather than folded into any total-compensation figure.
- 10BNY discloses no geographic revenue split in either bundle, so no regional revenue panel is published. Regional employee counts are shown in the headcount section instead.
- 11No official 2025 or 2026 global average hike percentage, campus-offer revision, delayed-joining programme, pay freeze or salary cut was located in any source, and none is inferred from banking-sector or India technology statistics.
FX rates used — 1 USD equals, snapshot 2026-08-25
Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.
Source register — 17 sources
| 10-K 2025 | BNY Annual Report on Form 10-K for 2025 · United States Securities and Exchange Commission · 2026-02-01. Headcount and its regional split, BK Shares continuation, equity plan descriptions, the discretionary incentive description and the executive plan exhibits. |
| DEF 14A 2026 | BNY 2026 Definitive Proxy Statement · United States Securities and Exchange Commission · 2026-03-01. Summary Compensation Table, performance-year awarded total direct compensation, the pay ratio, director compensation, grant tables, PSU and RSU terms, the equity compensation plan table and the special CEO award. |
| DEF 14A 2024 | BNY 2024 Definitive Proxy Statement · United States Securities and Exchange Commission · 2024-03-01. The BK Shares design: immediate vesting, conversion to common shares and a three-year holding requirement. |
| LTIP 2023 | BNY 2023 Long-Term Incentive Plan and the 2023 proxy materials · United States Securities and Exchange Commission · 2023-04-12. Authorisation, carried-forward capacity, award types, option terms, performance-period minimum and eligibility framework. |
| ESPP 2008 | BNY Employee Stock Purchase Plan, 2008 proxy statement · United States Securities and Exchange Commission · 2008-04-08. Purchase price mechanics, the 85 percent floor, eligibility and the $25,000 annual limit. |
| 10-Q 2Q26 | BNY second-quarter 2026 Form 10-Q and results materials · United States Securities and Exchange Commission · 2026-07-15. Current headcount, revenue, pre-tax margin, return on tangible common equity and assets under custody or administration. |
| Forms 4 | Section 16 filings for BNY insiders, 2025 to 2026 · United States Securities and Exchange Commission · 2026-07-29. Special award grants, tax-withholding settlements, family-trust transfers and open-market sales. |
| Pillar 3 | The Bank of New York Mellon SA/NV Pillar 3 remuneration disclosure · The Bank of New York Mellon SA/NV · 2024-12-31. European fixed and variable pay design, material risk taker deferral, share delivery, retention periods and the performance and risk framework. |
| BNY newsroom | BNY employee investment, benefits and BK Shares announcements · The Bank of New York Mellon Corporation · 2026-08-26. The $25 hourly minimum, short-term disability redesign, the zero-premium health option, 16-week parental leave, student-loan matching and the child savings match. |
| BNY careers | BNY global and Poland careers benefit pages · The Bank of New York Mellon Corporation · 2026-08-25. Global wellbeing, mental-health, flexible-work and development programmes, and the published Wrocław benefit list. |
| Levels.fyi | Levels.fyi BNY Mellon records for the United States, India, the United Kingdom and Poland · Levels.fyi · 2026-08-25. The E to M grade sequence and the New York anchor medians for grades E, F, G, H and M, plus the Pune and Wrocław observations. |
| Glassdoor | Glassdoor and Indeed BNY Mellon salary pages across 14 markets · Glassdoor and Indeed · 2026-08-25. United States title midpoints and every non-United States city calibration observation in the location table. |
| Employer postings | BNY employer-posted salary ranges for Pittsburgh and New York roles · The Bank of New York Mellon Corporation · 2026-08-25. Vice President, Senior Vice President and Director base ranges used to sanity-check the Pittsburgh factor and the title-breadth finding. |
| H-1B extracts | H1BData, H1BGrader and MyVisaJobs BNY extracts · Third-party Department of Labor and USCIS aggregators · 2026-08-25. FY2025 wage distributions, prevailing-wage level breakdowns, city anchors and the FY2026 petition tracker. |
| Statutory | EPFO, India Ministry of Labour, Australian Taxation Office, Fair Work Ombudsman and UK government guidance · Government publishers · 2026-08-25. Provident fund, gratuity, maternity, superannuation, annual leave, personal leave, holiday and auto-enrolment pension floors. |
| Peer proxies | State Street and Northern Trust 2026 proxy statements and peer compensation reporting · United States Securities and Exchange Commission and company disclosures · 2026-04-08. Peer chief executive totals, medians and pay ratios for the positioning comparison. |
| FX snapshot | European Central Bank euro reference rates and the FBIL USD/INR reference rate · European Central Bank and Financial Benchmarks India · 2026-08-25. Every local currency conversion in this report. |
Recent News & Workforce Trend
BNY's compensation story since late 2024 has been a floor-raising benefits agenda for the broad workforce running alongside a shrinking headcount and an exceptionally large one-time chief executive award. No company-wide salary action was announced in any reviewed source.
Headcount has fallen in four consecutive reported periods while profitability strengthened, which is consistent with a productivity and operating-leverage agenda rather than with a compensation event. BNY does not publish a company-wide voluntary attrition rate or any quarterly attrition series, so the decline must not be relabelled as attrition, and it does not prove that pay rose or fell evenly across the remaining workforce.
Revenue of about $5.7 billion with $62.6 trillion of assets under custody or administration and $2.2 trillion under management. Expenses rose partly from employee salary increases and investment, but no average hike was disclosed.
An administrative change that matters here only because older plan documents and award agreements still reference the former ticker.
Updates executive incentive governance with the same committee discretion and risk, forfeiture and recovery provisions; equity continues to be delivered under the 2023 Long-Term Incentive Plan.
A chief executive Summary Compensation Table total of $83.473 million against an $81,987 median employee, a ratio of 1,018 to 1, alongside performance-year awarded total direct compensation of $48.85 million.
The transformation and retention award vests half at the fifth anniversary and half at the sixth, with a $115.93 strike and a two-year post-exercise holding period on net shares. It is the single largest driver of the 2025 reported total.
Student-loan matching, enhanced 401(k) flexibility and bonus deferral were announced alongside continued BK Shares. Detailed formulas were not fully published.
Reuters reported in April 2025 that affected employees would move from three to four office days, leaving one remote day. The change affects commute economics rather than headline pay.
Announced in December 2024 alongside short-term disability at 100 percent of base pay for up to 26 weeks from hire, 16-week parental leave and a zero-premium health option below $75,000 of pay.
The 2025 Form 10-K confirms the award was repeated, which shows programme continuity without creating a contractual annual guarantee.
Announced in December 2022 and first granted in February 2023, reaching roughly 45,000 employees who did not previously receive stock as compensation.