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Certified Executive Compensation Professional Jobs

RXinsider LTD.

$197 - $353/hr

CCP (Certified Compensation Professional) and/or CECP (Certified Executive Compensation Professional) certification preferred * Experience with mergers and acquisitions is a plus * Bachelor's degree ...

Labcorp

Senior Manager, Executive Compensation

Certified Executive Compensation Professional (World at Work certification) or similar designation preferred * 1 or more years of Executive Compensation Consulting company experience Additional Job ...

New

Copeland

Executive Compensation Specialist

Dayton, OH · On-site

As an Executive Compensation Specialist , you will play a high-impact role in shaping and ... Certified Compensation Professional (CCP) designation is a plus Our Commitment to Our People Across ...

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Certified Executive Compensation Professional information

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$11K

$97.5K

$134.5K

How much do certified executive compensation professional jobs pay per year?

As of Sep 4, 2026, the average yearly pay for certified executive compensation professional in the United States is $97,499.00, according to ZipRecruiter salary data. Most workers in this role earn between $65,000.00 and $130,000.00 per year, depending on experience, location, and employer.

What is a Certified Executive Compensation Professional?

A Certified Executive Compensation Professional (CECP) is a credentialed expert who specializes in designing, managing, and evaluating compensation programs for executives within organizations. These professionals possess in-depth knowledge of executive pay structures, incentive plans, regulatory compliance, and market trends. They often work with boards of directors and senior management to ensure executive compensation packages are competitive, aligned with organizational goals, and compliant with legal requirements.

How does a Certified Executive Compensation Professional typically collaborate with HR and executive leadership teams?

Certified Executive Compensation Professionals work closely with HR departments and executive leadership to design and implement compensation packages that attract and retain top executive talent. This collaboration often includes analyzing market data, benchmarking salaries, and ensuring compliance with regulatory standards. Professionals in this role also facilitate communication between boards of directors and senior management to align compensation strategies with organizational goals. Regular meetings and cross-functional projects are common, fostering a collaborative environment that supports both strategic planning and operational execution.

What are the key skills and qualifications needed to thrive as a Certified Executive Compensation Professional, and why are they important?

To thrive as a Certified Executive Compensation Professional, you need expertise in compensation strategy, financial analysis, and regulatory compliance, typically supported by a bachelor's degree and certification such as the CECP. Familiarity with HRIS systems, advanced Excel, and compensation survey tools is essential for data analysis and program implementation. Strong analytical thinking, attention to detail, and effective communication are vital soft skills for influencing stakeholders and ensuring alignment with organizational goals. These skills and qualifications are crucial for designing competitive, compliant executive compensation programs that attract and retain top leadership talent.

What is the difference between Certified Executive Compensation Professional vs Compensation Analyst?

CriteriaCertified Executive Compensation ProfessionalCompensation Analyst
Required CertificationsYes, often holds CCP or similar certificationsTypically no specific certification required
Work EnvironmentStrategic, executive-level compensation planningData analysis, salary surveys, and reporting
Employer & Industry UsageUsed in HR, consulting, and corporate settings for executive payCommon in HR departments across various industries

The Certified Executive Compensation Professional focuses on designing and managing executive pay strategies, often requiring specialized certifications. Compensation Analysts handle salary data and market research, usually without advanced certifications. While both roles are vital in compensation management, the CCP is more strategic and senior-focused, whereas Compensation Analysts are more data-driven and operational.

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Certified Executive Compensation Professional jobs near you
Infographic showing various Certified Executive Compensation Professional job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 73% Full Time, 22% Part Time, and 4% Contract. Highlights an 90% Physical, 1% Hybrid, and 9% Remote job distribution, with an average salary of $97,499 per year, or $46.9 per hour.

Executive Compensation Manager

Mohawk Industries, Inc.

Calhoun, GA • On-site

$90 - $120/hr

Other

Re-posted 25 days ago

Job description

Executive Compensation Manager

The Executive Compensation Manager is a leading performer who manages and analyzes executive compensation programs to ensure they are competitive, equitable, and aligned with the company’s strategic goals. This role involves analyzing, developing, executing compensation strategies, conducting market research, and providing recommendations on pay structures and incentives.

What you’ll do:
  • Lead executive compensation programs and initiatives, partnering with HR, Finance, Legal, People Systems, and senior leadership to ensure alignment with business strategy and governance requirements.
  • Serve as program lead for executive compensation processes, including annual cycles, incentive design, benchmarking activities, and governance deliverables.
  • Analyze complex executive compensation data and develop executive-level reports, dashboards, and insights to support leadership decision-making.
  • Manage the design, implementation, and ongoing evaluation of incentive plans and executive compensation structures, including base pay, incentives, and equity programs.
  • Provide subject matter expertise on executive compensation matters for cross-functional projects and internal initiatives, representing the compensation function with senior stakeholders.
  • Partner with internal and external resources to conduct executive market benchmarking and assess competitiveness, equity, and program effectiveness.
  • Develop and deliver executive compensation analyses, recommendations, and program insights to senior leadership and the Compensation Committee.
  • Oversee preparation of executive compensation materials, disclosures, and supporting documentation to ensure accuracy, compliance, and alignment with regulatory and governance standards.
  • Support the development, documentation, and application of executive compensation policies, guidelines, and governance frameworks.
  • Identify opportunities for process improvement, standardization, and enhanced reporting across executive compensation programs and activities.
  • Collaborate with compensation leadership to support education, communication, and understanding of executive compensation programs and outcomes.
  • Ensure executive compensation programs comply with regulatory requirements, including SEC disclosure rules and tax regulations.
  • Maintain up-to-date knowledge of changes in compensation-related legislation and regulations.
  • Perform other duties and assignments as required.
What you have:
  • Bachelor’s degree in a related field or equivalent education and/or experience.
  • 6-8 years’ relevant experience or equivalent education and/or experience.
  • Advanced knowledge of executive compensation practices (job analysis, documentation, evaluation, equity review, market pricing, merit, etc.)
  • Certified Executive Compensation Professional (CECP) or equivalent preferred.
  • Advanced Excel skills, Power BI, dashboarding preferred.
What you’re good at:
  • Requires specialized depth and/or breadth of expertise in own job discipline or field.
  • Recognized cross-functionally as an expert within one or two subject matter areas.
  • Excellent communication, problem solving, and organizational skills.
  • Able to multitask, prioritize, and manage time effectively.
  • High level of integrity and discretion in handling sensitive and confidential data.
  • Flexible attitude, adaptable to change, team player, and able to handle multiple projects at once.
  • High degree of professionalism, judgment, maturity, and resourcefulness in the absence of formalized guidelines and procedures.

Mohawk Industries, Inc. is an Equal Opportunity Employer including disability/veteran committed to an inclusive workplace and a proud Drugs Don’t Work participant.

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