How Broadridge Pays

Individual contributor spine — R1 through R6 and specialist principal roles

Management spine — R7 through R11

Executive and board — named officers, chief executive and directors

Disclosed executive layer

Track divergence

Hierarchy qualifications and legacy structures

• The eight career bands and 39 coded levels are official and appear in Broadridge's own U.S. Associate Guide. Nothing else about them is public.
• No public source supports statements such as Software Engineer equals P2, Director equals M3 or Vice President equals E1. Any such claim is invented.
• The R1 to R13 spine in this report exists only because salary platforms and job postings expose titles rather than framework codes. It is a comparison device, not a reconstruction of Broadridge's grades.
• The guide's reference to legacy letter grades D through H is an Executive Retirement Savings Plan eligibility artifact as of 31 October 2024, not a current conversion table from the pre-2007 ADP structure.
• Peer mapping is limited to generic title equivalence. Fiserv, FIS and SS&C grade numbers are not comparable to anything Broadridge publishes.
• Broadridge does not disclose transfer rules, promotion gates, title equivalencies or the point at which a technical expert must move into management.

Peer-level mapping

Office and market catalogue — calibration factors versus Lake Success, New York

The official office directory is the primary verification source. Glasgow appears here as a requested scope market that could not be verified on the current official page, and it carries United Kingdom country evidence only. Frankfurt, Amsterdam, Paris, Zurich, Stockholm, Warsaw, Bucharest, Luxembourg, Singapore, Tokyo and Mexico City are verified or requested Broadridge locations in the source bundle but carry no Broadridge pay evidence of any kind, so they are omitted from the pricing table rather than given an invented factor.

Lake Success, New York anchor medians — the basis of every modeled cell

• The anchor is the New York metropolitan area around the Lake Success headquarters. Broadridge posts base ranges for United States technology roles, and those postings plus one Levels.fyi component split are what every other market is calibrated against.
• India factors come from the observed ratios rather than any company policy: a process analyst at roughly four percent of the United States analyst midpoint, a software engineer base at about seven percent of the United States base on Glassdoor, an assistant vice president at about fourteen percent of the United States director wage and a vice president at about nineteen percent of the United States posting midpoint.
• United Kingdom factors come from a London software engineer base of £44,000 to £62,000 against the United States anchor, with the senior-end factors derived from project and product manager total-pay observations of £59,000 to £110,000 and £72,000 to £116,000.
• Canada factors come from Toronto: an associate engineer total of C$74,000 to C$89,000, a Levels.fyi engineer total of C$99,800, a senior engineer total of C$97,000 to C$119,000 and a director of software engineering posting at C$150,000 to C$180,000, which is the source of the downward slope at the top of the Canadian ladder.
• Australia, Ireland and Hong Kong carry flat factors because every observation in those markets is a single submission. Sydney's sample is sales-heavy, Dublin has one small engineering range and Hong Kong's four observations move in no consistent direction with seniority.

Executive incentive targets — percent of salary

Named-executive outcomes

• FY2026 grant activity was 539,247 stock options at a $191.77 weighted-average exercise price and a $46.64 weighted-average grant-date fair value, 262,266 time-based RSUs at a $216.06 weighted grant-date fair value and 122,962 performance RSUs at $217.50.
• Options exercised during FY2026 totalled 207,291 shares at a $104.01 weighted exercise price, with a company-reported aggregate intrinsic value of about $29.0 million.
• FY2026 stock-based compensation expense was approximately $121.1 million. Unrecognised expense at year end was about $51 million for options, $64 million for time-based RSUs and $15 million for performance RSUs.
• The 4.8 million shares remaining are a plan reserve, not an accounting liability and not a pool of employee wealth. At the $184.82 reference share price that reserve is worth roughly $887 million on a gross basis only.
• Grant-date fair value for options is a model output that reflects volatility, expected term and other assumptions. It is not the spread between the exercise price and the market price and should never be read as one.

FY2026 equity activity

Vesting — common reported employee schedule

The four-year ratable schedule is the general option rule disclosed in the FY2026 Form 10-K; individual award agreements can differ. Named-executive performance RSUs do not follow it: they run a three-year performance period and settle at 0 to 150 percent of target. No FY2025 performance RSU settlement occurred because Broadridge moved from two-year to three-year periods, which is a timing artifact and not a zero-performance year.

Eligibility by hierarchy level

• The mechanism is official: the Associate Guide says long-term incentive grants are based on Global Career Framework job level or grade and performance, and may take the form of RSUs, performance RSUs or stock options.
• The threshold is not. No public source establishes a minimum qualifying code, an ordinary-employee grant value, a grant frequency or a percentage-of-salary target, so statements such as equity starts at lead level or a P4 receives a set number of shares have no support.
• The only fully evidenced employee equity figure anywhere in the sources is $2,200 of annualised stock in one United States software engineer record. Every other equity number in this report's ladder is modeled and labelled as such.
• Non-employee directors receive a $200,000 annual equity retainer delivered in deferred stock units and options, with a further $67,500 equity component for the lead independent director.
• Broadridge shares trade on the New York Stock Exchange, so no secondary-market liquidity programme is needed for Indian employees. Brokerage, foreign-asset reporting, foreign-exchange and local tax rules still apply to them.
• Restricted awards ordinarily require continued employment through the applicable dates and can be forfeited on departure, subject to the plan and award terms.

Indicative annual grant value by band — Lake Success, NY

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $184.82 reference price at 2026-08-25 and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Ashima Ghei was appointed chief financial officer in December 2024, so her FY2025 row is not a full-year chief financial officer package: her $145,549 of stock awards against $888,793 of option awards reflects a transition design rather than a steady-state mix, and her annual incentive target was blended to about 84 percent. Christopher Perry joined the board alongside Trish Mosconi in February 2026 and receives no incremental director compensation as an employee director. Peter Reali was appointed to lead the institutional governance business in March 2026, with no individual compensation disclosed.

Board compensation framework

A non-employee director's disclosed programme value of $300,000 is roughly 3.8 times the $79,503 median associate compensation used in the pay-ratio calculation, and roughly two thirds of it is equity. Committee chair and membership fees beyond the lead independent director arrangement are not separately itemised in the sources used here.

Not publicly disclosed

Modeled promotion planning timeline

What the guide does disclose about the United States cycle is specific: base salary is generally reviewed annually against individual performance, market movement and an approved budget; associates generally must start by 31 March to participate, with specified trainees and contingent workers excluded; the process uses salary as of 30 June and prorates the target by eligible days; and managers receive a merit pool they may allocate above or below individual targets while staying within it. That last mechanic matters more than it looks, because it means two associates with identical ratings in different teams can receive different increases without any policy being broken.

Dataset summary

City-level H-1B wage history

All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.

Selected title / worksite records

Evidence classification

Explicit “Not publicly disclosed” index

Known gaps and diligence before relying on a cell

1. 1The bonus and equity columns for bands R1 through R11 are modeled, not disclosed. Broadridge publishes no employee incentive target and no employee grant table, so those figures are scaled from the single Levels.fyi component split at R3 within the named-executive target band of 84 to 150 percent. They are planning envelopes and should not be quoted as Broadridge targets.
2. 2The R2 row has no direct United States observation and is interpolated between the R1 posting midpoint and the R3 Levels.fyi point. It is the only fully modeled base in the ladder.
3. 3The R9 row merges the director and senior director strata and anchors on the $227,293 FY2026 senior director visa wage rather than the $180,000 cross-function director envelope midpoint. Using the midpoint would have placed directors below engineering managers, which is what the raw sources show but which reflects function mix rather than a real inversion of the ladder.
4. 4The R12 and CEO rows are single worldwide proxy disclosures and are marked chart-excluded. They carry the two highest seniority values, which means the India, United Kingdom and Canada top-of-ladder factors interpolate toward them; the factors themselves were calibrated at the vice-president level, so the executive cells in those markets should be read as arithmetic rather than as evidence of what a country executive earns.
5. 5All twelve United States locations carry a factor of exactly 1.00. Broadridge discloses no geographic differential and the captured visa views carried no city medians, so no Kansas City, Coppell or El Dorado Hills discount is applied even though one almost certainly exists.
6. 6Eleven verified or requested Broadridge locations from the source bundle are omitted from the pricing table entirely, because they carry no Broadridge pay evidence of any kind: Frankfurt, Amsterdam, Paris, Zurich, Stockholm, Warsaw, Bucharest, Luxembourg, Singapore, Tokyo and Mexico City.
7. 7The two India sources conflict by nearly three times at the software engineer level. The India calibration in this report follows the Glassdoor base observations because they cover more strata, and the Levels.fyi total points are recorded separately rather than blended in.
8. 8No notional employer benefit load is added anywhere. Total compensation is rebuilt from base plus bonus plus equity, with an all-other-compensation column only on the two proxy rows, so the totals here are pay rather than employer cost.
9. 9The chief financial officer's incentive target in the outcomes table is stated as the transition-weighted target implied by her disclosed attainment, because her December 2024 appointment means salary multiplied by the disclosed 84 percent does not reconstruct her actual opportunity.
10. 10India headcount is reported at two different figures a year apart: a plan to reach about 6,800 technology staff reported in January 2025 and about 5,500 total associates reported in November 2025. Neither is a company filing, and the two count different populations, so both are carried rather than reconciled.

FX rates used — 1 USD equals, snapshot 2026-08-24

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 — 15 sources

Broadridge discloses a single global headcount and a country count and nothing else. The two India figures come from a news report and a trade interview a year apart, count different populations and cannot be reconciled into a series, so both are carried as they were reported. United States and other country headcounts cannot be derived from the FY2026 Form 10-K at all.