VP Executive Compensation

Eaton Corporation•Beachwood, OH

20h•Onsite

About The Position

Eaton’s Total Rewards team is seeking a Vice President, Executive Compensation. This role will be based at Eaton's US Headquarters in Cleveland, Ohio. The Vice President, Executive Compensation will report directly to the Vice President, Total Rewards (TR). Key responsibilities include oversight of the design, development, and governance of executive compensation programs, ensuring alignment with strategic objectives, competitiveness, equity, and best-in-class governance. The role involves advising senior leadership on executive compensation matters, co-leading compensation committee materials, and acting as a liaison to the committee’s independent consultant. It also includes monitoring and recommending enhancements to pay programs, managing regulatory filings, and collaborating with legal, tax, and finance departments. The position requires conducting benchmarking, providing governance on day-to-day compensation matters, and supporting M&A activities. Collaboration with investor relations, the Office of the Secretary, and the corporate compensation leader is essential. The role also involves partnering with the talent team to connect executive compensation with leadership development and succession planning, developing communications, and educating HR Business Partners and senior leaders. Oversight of executive perquisite and benefit programs, managing external consultant relationships, and leading a team of two are also key functions. Maintaining strict confidentiality and upholding governance standards are paramount.

Requirements

Bachelor’s degree from an accredited institution is required.
Minimum of at least 10 years of publicly traded company and/or consulting compensation experience including at least 2 years direct, hands-on experience with executive compensation governance including proxy preparation, Tally Sheet compilation, and development of Board materials.
Direct experience with executive compensation operations and understanding of vendor feeds, third-party vendor platforms, and vendor management.
Solid understanding of equity and non-qualified deferred compensation plan design, plan administration, accounting, tax, and regulatory requirements.
Knowledge of tax and accounting practices for the various forms of executive compensation including awareness and understanding of 409A and 280G.
Demonstrated ability to meet highly critical, time sensitive deadlines with a high degree of accuracy while managing a high degree of ambiguity and multiple converging priorities.
Exceptional attention to detail.
Solid foundation in job evaluation methodologies.
Strong business acumen, executive-level consulting presence, and the ability to work autonomously and distill complex data into clear, strategic insights that drive performance and align with organizational objectives.
Confidence in working with all levels of the organization, including Senior Leadership and Board members.
Demonstrated ability to interpret and summarize plan documents, contracts, and other legal documents to support M&A diligence.

Nice To Haves

Prior corporate and business unit compensation experience.
Exceptional facilitation skills are essential.
Demonstrated ability to communicate with employees at all levels.
Experience leading comprehensive market benchmarking initiatives and analysis.

Responsibilities

Oversight of the design, development, and governance of executive compensation programs, ensuring alignment with strategic objectives, competitiveness, equity, and best-in-class governance expectations, shareholder interests, and market practices.
Advise VP TR, CHRO and management on executive compensation matters including market trends, regulatory changes, and proxy reporting changes.
Co-lead planning, preparation and distribution of compensation committee materials including drafting each meeting agenda and meeting minutes.
Act as a liaison to the Compensation and Organization Committee’s independent consultant: provide meeting agendas, Officer/Board compensation data, survey data/access, job descriptions, and other information at the consultant’s request. Provide the consultant with Committee meeting materials prior to each review session and Committee meeting.
Monitor and recommend designing enhancements to executive pay programs as appropriate, based on the external market and/or regulatory environment. Ensure compensation approaches reinforce company culture, leadership expectations, and transformation priorities.
Responsible for tabular and narrative disclosure on executive compensation, including the Compensation Discussion and Analysis, Tally Sheet and prescribed proxy tables, and other regulatory filings.
Collaborate with legal, tax and finance to ensure components of executive compensation are properly accounted for, and policies and processes are compliant with relevant regulations.
Conduct benchmarking of executive pay and pay practices for equity-eligible positions.
Provide guidance and governance to the enterprise on day-to-day compensation matters such as job evaluations, offers, severance packages, incentive design, policies, and practices.
Collaborate with legal and investor relations on shareholder outreach efforts as needed.
Support the Office of the Secretary with items related to Board of Director Compensation as needed.
Acts as the primary contact for compensation-related diligence in acquisition and divestment activities. Supports the transition from diligence to integration.
Collaborate on the annual planning process and compensation cycle for executive compensation programs (EIC, LTI and ESIP).
Collaborate with the corporate compensation leader and executive leadership team on compensation decisions for senior executives across the company.
Partner with the talent team to strengthen the connection on how executive compensation supports leadership development, succession planning, and enterprise talent strategy.
Develop clear, compelling communications on compensation structure, design and performance metrics for leaders and plan participants.
Educate HR Business Partners and senior leaders on executive compensation programs to ensure consistent understanding and application.
Oversee executive perquisite and benefit programs including COLI management, Executive Life Insurance, financial planning reimbursement, and executive vehicle insurance eligibility.
Manage relationships with external consultants, vendors, and internal Centers of Expertise to ensure alignment across HR strategies and priorities.
Lead, coach and develop a team of two that support executive compensation programs.
Maintains strict confidentiality and upholds governance standards in all aspects of executive compensation.