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Vice President Compensation Jobs (NOW HIRING)

Eaton

VP Executive Compensation

Beachwood, OH · On-site

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 ...

Meta

Vice President, Global Compensation

Menlo Park, CA · On-site

$451K - $490K/yr

The Vice President of Global Compensation is a high-impact, transformational leader accountable for the enterprise strategy, design, governance, and continuous optimization of Meta's global ...

New

JP Morgan Chase

Compensation Vice President

Wilmington, DE

$121K - $165K/yr

As a Compensation Vice President in the Commercial & Investment Banking Compensation team, you will be a strategic solutions provider and expert advisor to the business and HR business advisors ...

New

JPMorgan Chase & Co

Compensation Vice President

Wilmington, DE · On-site

$121K - $165K/yr

As a Compensation Vice President in the Commercial & Investment Banking Compensation team, you will be a strategic solutions provider and expert advisor to the business and HR business advisors ...

New

Mondo

Strategist (VP/SVP)

Manhattan, NY · Remote

$100 - $110/hr

Apply now: VP/SVP Strategic Communications Consultant, location is remote. The start date is ASAP ... ASAP Duration: 3 Month Contract Compensation Range: $100-110/hr W2 Benefits: Eligible for Health ...

New

Stone Alliance Group Career Page

Vice President / Senior Vice President - Business Development About Our Client Our client is a ... Compensation Competitive base salary, annual bonus and/or commission, and equity participation.

Selr LLC

VP Sales

New York, NY · Remote

$260K - $400K/yr

VP Sales Location: New York, NY (Onsite) Compensation: $260,000 base salary, $400,000 OTE Industry: Retail Tech Employment Type: Full-time Our client is a fast-growing retail technology company ...

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Vice President Compensation information

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$43.5K

$157.5K

$277.5K

How much do vice president compensation jobs pay per year?

As of Jul 15, 2026, the average yearly pay for vice president compensation in the United States is $157,532.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $190,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Vice President of Compensation, and why are they important?

To excel as a Vice President of Compensation, you need deep expertise in compensation strategy, data analysis, and market benchmarking, often supported by a degree in HR, business, or finance and relevant certifications such as CCP (Certified Compensation Professional). Familiarity with HRIS platforms, compensation management software, and advanced Excel skills are typically required. Exceptional leadership, strategic thinking, and strong communication abilities help build consensus and effectively guide compensation programs. These skills are vital to ensure equitable, competitive pay structures that attract and retain top talent while aligning with organizational goals.

What is the difference between Vice President Compensation vs Director of Compensation?

AspectVice President CompensationDirector of Compensation
Required CredentialsBachelor's degree, often advanced certifications (CCP, CBP), extensive experience in compensation managementBachelor's degree, certifications preferred (CCP), significant experience in compensation roles
Work EnvironmentExecutive leadership, strategic planning, cross-department collaborationOperational focus, policy implementation, team management
Employer & Industry UsageLarge corporations, multinational companies, industries with complex compensation structuresMid to large organizations, HR departments, industries with structured pay systems

The Vice President Compensation typically holds a higher strategic and leadership role, overseeing compensation policies at an executive level, while the Director of Compensation focuses more on implementing policies and managing compensation teams. Both roles require relevant credentials and experience, but the VP position involves broader strategic responsibilities.

What does a Vice President of Compensation do?

A Vice President of Compensation is a senior HR leader responsible for developing and overseeing an organization's compensation strategies and programs. Their role involves designing competitive salary structures, incentive plans, and benefits packages that attract, retain, and motivate employees. They analyze market trends, ensure pay practices comply with regulations, and collaborate with other executives to align compensation programs with business objectives. Additionally, they may manage teams of compensation analysts and specialists, and present recommendations to executive leadership and the board of directors.

What are some common challenges a Vice President of Compensation faces when aligning pay structures with organizational goals?

A Vice President of Compensation often navigates the complexity of balancing competitive pay structures with budget constraints and evolving business objectives. One key challenge is ensuring internal equity while staying competitive in the market, especially in industries with rapid salary changes. Additionally, the role requires close collaboration with HR, finance, and executive leadership to align compensation strategies with talent retention and company growth. Addressing these challenges involves regular market analysis, transparent communication, and adapting policies to support both employee satisfaction and organizational success.
What cities are hiring for Vice President Compensation jobs? Cities with the most Vice President 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 Vice President Compensation jobs? States with the most job openings for Vice President Compensation jobs include:
Vice President Compensation jobs near you
Infographic showing various Vice President Compensation job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 77% Full Time, 19% Part Time, and 3% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $157,532 per year, or $75.7 per hour.
VP Executive Compensation

VP Executive Compensation

Eaton

Beachwood, OH • On-site

Full-time

Medical, Retirement

Re-posted 19 days ago

Eaton rating

7.6

Company rating: 7.6 out of 10

Based on 219 frontline employees who took The Breakroom Quiz

228th of 527 rated manufacturers

Job description

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 $203000 - $297000 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 1-800-836-6345 to discuss your specific need. Only accommodation requests will be accepted by this phone number.
We know that good benefit programs are important to employees and their families. Eaton provides various Health and Welfare benefits as well as Retirement benefits, and several programs that provide for paid and unpaid time away from work. Click here for more detail: Eaton Benefits Overview. Please note that specific programs and options available to an employee may depend on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.

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About Eaton

Sourced by ZipRecruiter

Industry

Electrical equipment, appliance, and component manufacturing

Company size

10,000+ Employees

Headquarters location

Cleveland, OH, US

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