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Executive Compensation Jobs (NOW HIRING)

BlackRock

Director, Executive Compensation

New York, NY · On-site

As a Director, Executive Compensation on the global Total Rewards team, you will have a high-impact, consultative role at the intersection of strategy and execution in influencing BlackRock's senior ...

Fulton Bank

Executive Compensation Partner

PA · On-site +1

The Executive Compensation Partner provides oversight of the executive compensation programs, processes and projects. Scope includes creation and presentation of HR Committee and Board materials ...

Fulton Bank

Executive Compensation Partner

PA · Remote

The Executive Compensation Partner provides oversight of the executive compensation programs, processes and projects. Scope includes creation and presentation of HR Committee and Board materials ...

Fulton Bank

Executive Compensation Partner

PA · Remote

The Executive Compensation Partner provides oversight of the executive compensation programs, processes and projects. Scope includes creation and presentation of HR Committee and Board materials ...

Textron

Executive Compensation Analyst

Providence, RI · On-site

OVERVIEW We are seeking an Executive Compensation Analyst to support broad-based and executive compensation programs across the enterprise. This role offers an opportunity to build foundational ...

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Executive Compensation information

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$26.5K

$93.6K

$184K

How much do executive compensation jobs pay per year?

As of Jun 19, 2026, the average yearly pay for executive compensation in the United States is $93,552.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,000.00 and $120,500.00 per year, depending on experience, location, and employer.

What is the difference between Executive Compensation vs Compensation Analyst?

AspectExecutive CompensationCompensation Analyst
Required CredentialsBachelor's degree, often MBA or related certifications, experience in executive payBachelor's degree, certifications like CCP or CECP often preferred
Work EnvironmentCorporate headquarters, executive teams, HR departmentsHR or compensation departments, consulting firms, corporate offices
Employer & Industry UsageLarge corporations, publicly traded companiesCorporations, consulting firms, HR departments
Comparison Search IntentUnderstanding executive pay structures, incentives, and benefitsAnalyzing salary data, compensation trends, and benchmarking

Executive Compensation focuses on designing and managing pay packages for top executives, including bonuses, stock options, and incentives. Compensation Analysts analyze salary data, develop compensation strategies, and ensure pay equity across roles. While both roles involve compensation, Executive Compensation is strategic and senior-level, whereas Compensation Analysts support data-driven decision-making at various organizational levels.

What is executive compensation?

Executive compensation refers to the total package of pay and benefits provided to senior leaders and top executives of an organization. This can include base salary, bonuses, stock options, long-term incentive plans, and various perks such as retirement contributions or health benefits. The goal of executive compensation is to attract, motivate, and retain talented leaders while aligning their interests with those of the company and its shareholders. The structure and amount of executive compensation are often determined by a company's board of directors and may be influenced by industry standards, company performance, and regulatory guidelines.

How does an Executive Compensation professional typically collaborate with other departments within an organization?

Executive Compensation professionals regularly work cross-functionally, partnering closely with human resources, finance, legal, and the board of directors. They gather market data, ensure regulatory compliance, and align executive pay structures with company strategy. Collaboration often involves discussing performance metrics with finance, reviewing compliance with legal, and presenting proposals to the board or compensation committees. This collaborative approach ensures that executive compensation programs are both competitive and aligned with organizational goals.

What are the key skills and qualifications needed to thrive as an Executive Compensation professional, and why are they important?

To thrive as an Executive Compensation professional, you need expertise in compensation strategy, financial analysis, and knowledge of regulatory requirements, often supported by a degree in finance, human resources, or business administration. Familiarity with compensation management systems, advanced Excel skills, and certifications such as Certified Executive Compensation Professional (CECP) are highly beneficial. Strong analytical thinking, attention to detail, and effective communication set standout candidates apart in this field. These skills are crucial to ensure competitive, compliant, and motivating executive pay structures that align with organizational goals and stakeholder interests.
More about Executive Compensation jobs
What cities are hiring for Executive Compensation jobs? Cities with the most Executive Compensation job openings:
What are the most commonly searched types of Compensation jobs? The most popular types of Compensation jobs are:
What states have the most Executive Compensation jobs? States with the most job openings for Executive Compensation jobs include:
What job categories do people searching Executive Compensation jobs look for? The top searched job categories for Executive Compensation jobs are:
Executive Compensation jobs near you
Infographic showing various Executive Compensation job openings in the United States as of June 2026, with employment types broken down into 91% Full Time, 5% Part Time, 2% Temporary, and 2% Contract. Highlights an 87% In-person, 4% Hybrid, and 9% Remote job distribution, with an average salary of $93,552 per year, or $45 per hour.
Executive Compensation Manager

Executive Compensation Manager

Mohawk Industries, Inc.

Calhoun, GA • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

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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