VP Executive Compensation

About the role

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.

Responsibilities

• Oversight of the design, development, and governance of executive compensation programs
• Ensuring programs are aligned with the company’s strategic objectives, 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
• Act 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
• Provide guidance and support to 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
• Maintain strict confidentiality and uphold governance standards in all aspects of executive compensation

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
• Strong 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
• Demonstrated ability to interpret and summarize plan documents, contracts, and other legal documents to support M&A diligence