VP Executive Compensation

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. What you’ll do: The Vice President, Executive Compensation will report directly to the Vice President, Total Rewards (TR). Key Criteria of the Position Includes: Oversight of the design, development, and governance of executive compensation programs. Ensuring that programs are aligned with the company’s strategic objectives, is competitive, equitable, and aligned with 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. Qualifications: Basic Qualifications: 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. Preferred Qualifications: 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. All positions may require participation in video and in‑person interviews as part of the hiring process. All candidates will be evaluated based on job‑related competencies, and all candidates’ privacy rights and data security will be protected in accordance with applicable laws. At Eaton, we strive to provide compensation and benefits that attract, engage, and retain the best talent. This includes competitive pay and a variety of benefit programs for eligible employees. The expected annual salary range for this role is $203,000 - $297,000 a year. This role is also eligible for a variable incentive program. Please note the salary information shown above is a general guideline only. Salaries are based upon candidate skills, experience, and qualifications, as well as market and business considerations. We are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job‑related reasons regardless of an applicant’s race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law. Eaton believes in second chance employment. Qualified applicants with arrest or conviction history will be considered regardless of their arrest or conviction history, consistent with the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act and other local laws. You do not need to disclose your conviction history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Eaton is concerned about conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. To request a disability‑related reasonable accommodation to assist you in your job search, application, or interview process, please call us at View phone number on click.appcast.io to discuss your specific need. Only accommodation requests will be accepted by this phone number. #J-18808-Ljbffr Eaton Corporation