ZipRecruiter

Log In

1

Executive Compensation Jobs in Wisconsin (NOW HIRING)

Plexus Corp.

Sr Manager - Compensation

Neenah, WI · On-site

$129K - $194K/yr

Executive comp expertise * SEC disclosure & Proxy reporting understanding * Job leveling & structural design * Strategic Architecture & System Design: Proven capability to build compensation ...

Komatsu

Compensation Partner

Milwaukee, WI · On-site

$90K - $115K/yr

Develop compensation reports, dashboards, presentations, and insights to support executive decision-making. * Ensure compliance with federal, state, and local compensation regulations, including FLSA ...

Komatsu

Compensation Partner

Milwaukee, WI · On-site

$90K - $115K/yr

Develop compensation reports, dashboards, presentations, and insights to support executive decision-making. * Ensure compliance with federal, state, and local compensation regulations, including FLSA ...

next page

Showing results 1-20

All JobsCompensation JobsExecutive Compensation JobsExecutive Compensation Jobs in Wisconsin

Executive Compensation information

See Wisconsin salary details

$26.7K

$94.4K

$185.7K

How much do executive compensation jobs pay per year?

As of Aug 10, 2026, the average yearly pay for executive compensation in Wisconsin is $94,427.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,500.00 and $121,600.00 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.

What are the disadvantages of executive compensation?

Executive compensation can lead to increased costs for companies and may create perceptions of unfairness or inequality among employees. It can also incentivize short-term decision-making at the expense of long-term company health, potentially impacting overall organizational performance.

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?

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.
What are the most commonly searched types of Compensation jobs in Wisconsin? The most popular types of Compensation jobs in Wisconsin are:
What are popular job titles related to Executive Compensation jobs in Wisconsin? For Executive Compensation jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Executive Compensation jobs in Wisconsin look for? The top searched job categories for Executive Compensation jobs in Wisconsin are:
What cities in Wisconsin are hiring for Executive Compensation jobs? Cities in Wisconsin with the most Executive Compensation job openings:
Executive Compensation jobs near you
Infographic showing various Executive Compensation job openings in Wisconsin as of August 2026, with employment types broken down into 94% Full Time, and 6% Part Time. Highlights an 82% In-person, 6% Hybrid, and 12% Remote job distribution, with an average salary of $94,427 per year, or $45.4 per hour.

Executive Compensation Specialist

Copeland

Cudahy, WI

Full-time

Medical, Dental, Vision, Retirement

Posted 28 days ago

Copeland rating

8.1

Company rating: 8.1 out of 10

Based on 40 frontline employees who took The Breakroom Quiz

152nd of 487 rated machine equipment manufacturers

Job description

About Us

We are a global climate technologies company engineered for sustainability. We create sustainable and efficient residential, commercial and industrial spaces through HVACR technologies. We protect temperature-sensitive goods throughout the cold chain. And we bring comfort to people globally. Best-in-class engineering, design and manufacturing combined with category-leading brands in compression, controls, software and monitoring solutions result in next-generation climate technology that is built for the needs of the world ahead.

Whether you are a professional looking for a career change, an undergraduate student exploring your first opportunity, or recent graduate with an advanced degree, we have opportunities that will allow you to innovate, be challenged and make an impact. Join our team and start your journey today!

Executive Compensation Specialist

If you are a COMPENSATION professional looking for an opportunity to grow, Copeland has an exciting opportunity for you! As an Executive Compensation Specialist, you will play a high-impact role in shaping and optimizing our organization's total rewards programs. You'll support executive compensation, including annual and long-term incentive design and administration, as well as the creation of high-quality materials for the Compensation Committee. Reporting directly to theDirector of Global Compensation, you will collaborate with cross-functional stakeholders, and drive initiatives that attract, retain, and motivate top talent.

As the Executive Compensation Specialist, YOU WILL:

  • Support the development, evolution, and governance of executive compensation programs
  • Conduct regular market research to stay informed about industry trends, best practices, and emerging compensation strategies
  • Manage the administration of the annual incentive program and multiple equity programs
  • Benchmark our compensation programs against industry peers and provide insights as appropriate
  • Support the creation of high-quality, decision-ready materials for senior leadership and the Compensation Committee
  • Lead the development of clear, compelling communication strategies and materials for executive compensation programs
  • Support compliance with SEC regulations, IRS rules (e.g., 409A, 162(m)), and other relevant governance requirements
  • Establish and uphold robust documentation processes and audit trails for executive compensation decisions
  • Contribute to the preparation of public disclosures, when relevant

WHO YOU ARE:

You evaluate the pros, cons, risks, and benefits of different solution options, carefully considering relevant factors and applying sound decision-making principles. You continuously seek opportunities to improve processes - from incremental enhancements to full-scale reengineering. You leverage relationships to exchange ideas, resources, and know-how. You effectively communicate across settings: one-on-one, small, and large groups, or among diverse styles and position levels.

LOCATION:

Ideally, this role will be based in St. Louis. However, the role can be hybrid/flexible with candidates willing to travel on a regular basis to St. Louis and/or other company locations.

REQUIRED EDUCATION, EXPERIENCE, & SKILLS:

  • Prior experience with executive compensation in a publicly traded company or in reward consulting
  • Hands-on experience with equity programs
  • Strong analytical and modeling skills, with the ability to interpret market data and apply sound judgment in assessing tradeoffs
  • Excellent communication and negotiation abilities
  • Exceptional attention to detail with strong documentation discipline
  • Ability to produce quality results in a highly matrixed, fast-paced environment
  • Maintains composure and efficiency in stressful situations
  • Authorized to work in the United States without sponsorship now and in the future - sponsorship will not be provided for this role.

PREFERRED EDUCATION, EXPERIENCE, & SKILLS:

  • Five (5) years of progressive Compensation experience
  • Prior experience in a large global company and/or in reward consulting
  • Prior experience in a private-equity portfolio company
  • Prior experience supporting M&A and/or taking a company through an IPO
  • Experience with Workday HCM
  • Bachelor's degreein Human Resources, Business Administration, Finance, or a related field (Master's degree preferred)
  • Certified Compensation Professional (CCP) designation is a plus

Our Commitment to Our People

Across the globe, we are united by a singular Purpose: Sustainability is no small ambition. That's why everything we do is geared toward a sustainable future-for our generation and all those to come. Through groundbreaking innovations, HVACR technology and cold chain solutions, we are reducing carbon emissions and improving energy efficiency in spaces of all sizes, from residential to commercial to industrial.

Our employees are our greatest strength. We believe that our culture of passion, openness, and collaboration empowers us to work toward the same goal - to make the world a better place. We invest in the end-to-end development of our people, beginning at onboarding and through senior leadership, so they can thrive personally and professionally.

Flexible and competitive benefits plans offer the right options to meet your individual/family needs: medical insurance plans, dental and vision coverage, 401(k) and more. We provide employees with flexible time off plans, including paid parental leave, vacation and holiday leave.

Together, we have the opportunity - and the power - to continue to revolutionize the technology behind air conditioning, heating and refrigeration, and cultivate a better future. Learn more about us and how you can join our team!

Our Commitment to Inclusion & Belonging

At Copeland, we cultivate a strong sense of inclusion and belonging where individuals of all backgrounds, and with diverse perspectives, are embraced and treated fairly to enable a stronger workforce. Our employee resource groups play an important role in culture and community building at Copeland.

Work Authorization

Copeland will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1 with OPT or CPT, H-1, H-2, L-1, B, J or TN, or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Equal Opportunity Employer

Copeland is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, race, color, religion, national origin, age, marital status, political affiliation, sexual orientation, gender identity, genetic information, disability or protected veteran status. We are committed to providing a workplace free of any discrimination or harassment.

If you have a disability and are having difficulty accessing or using this website to apply for a position, please contact: copeland.careers@copeland.com

What Copeland employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply