Executive Compensation Manager

Ferguson Enterprises; Myrtle Point (OR); Remote; USD 125,000 - 150,000; Full time

Job summary

A leading supplier in multiple industries is seeking an Executive Compensation Manager to manage competitive executive pay programs and ensure compliance with regulatory requirements. The role involves conducting market analyses, preparing key materials for senior leadership, and collaborating with various departments. The ideal candidate will have significant experience in compensation and strong analytical skills. This remote role is open to candidates anywhere in the U.S.

Benefits

Health and dental insurance

Paid time off

401(k) with company match

Mental health coverage

Paid parental leave

Community involvement opportunities

Qualifications

• 7+ years of progressive compensation experience, with at least 3–5 years focused on executive compensation.
• Strong knowledge of executive compensation design and regulatory compliance.
• Experience preparing materials for senior executives and compensation committees.

Responsibilities

• Support the strategy of executive compensation programs including incentives and equity.
• Prepare Compensation Committee materials and ensure compliance with regulations.
• Conduct market analyses to ensure competitive executive pay.

Skills

Analytical skills

Financial modeling

Communication skills

Attention to detail

Collaboration

Education

7+ years in compensation

CECP or CCP certification preferred

Tools

Workday

Microsoft Office

Job description

Overview

The Ferguson story: Since 1953, Ferguson has been a source of quality supplies for a variety of industries. Together We Build Better infrastructure, better homes and better businesses. We exist to make our customers’ complex projects simple, successful, and sustainable. Ferguson, a Fortune 500 company, provides best-in-class products, service and capabilities across multiple industries and has approximately 36,000 associates across 1,700 locations.

The Executive Compensation Manager on the Center of Excellence (COE) team is responsible for handling the design, administration, and governance of Ferguson’s executive compensation programs. This role ensures that executive pay programs are competitive, performance-driven, and aligned with Ferguson’s strategic objectives, shareholder expectations, and regulatory requirements.

The position will lead all aspects of the day-to-day management of executive pay programs—including annual and long-term incentives, equity awards, and perquisites—while providing subject matter expertise and analytical insights to HR, Finance, Legal, and senior leadership.

The Executive Compensation Manager will also play a key role in preparing Compensation Committee materials, leading compliance with disclosure requirements and supporting executive-level decision-making.

Location: This role is approved to be fully remote and can be based anywhere in the United States.

Responsibilities

• Support the strategy of Ferguson’s executive compensation programs, including base salary, annual incentive plans, long-term incentives, and equity programs.

• Support the design and refinement of Ferguson’s executive compensation philosophy, incentive structures, and governance frameworks.

• Partner with Legal, Finance, and the Director of Executive Compensation to prepare Compensation Committee materials, proxy disclosures, and CD&A reporting.

• Conduct detailed benchmarking, market analyses, and modeling to ensure executive pay is competitive and aligned with company performance.

• Handle annual CEO, NEO, and executive pay review processes by direction of the Director of Executive Compensation.

• Support the administration of equity awards, including grant issuance, vesting, exercises, and associated reporting.

• Ensure compliance with SEC, IRS, and other regulatory requirements impacting executive compensation.

• Provide data-driven insights and reporting to help inform the Compensation Committee and senior leadership decisions.

• Collaborate with external consultants, survey providers, and vendors to ensure effective governance and competitive program design.

• Partner with Compensation Operations team members on executive pay and governance practices.

Qualifications

• 7+ years of progressive compensation experience, with at least 3–5 years focused on executive compensation.

• Strong knowledge of executive compensation design, governance, and regulatory compliance (SEC, IRS, Dodd-Frank, etc.).

• Strong analytical and financial modeling skills with ability to assess pay-for-performance alignment.

• Experience preparing materials for senior executives and Boards of Directors/Compensation Committees.

• High attention to detail and ability to handle sensitive and confidential data.

• Experience with compensation technologies and reporting tools (Workday strongly preferred).

• Strong communication, influencing, and executive presentation skills.

• Certified Executive Compensation Professional (CECP) or Certified Compensation Professional (CCP) preferred.

• Experience in a large, publicly traded, multi-site organization; distribution, industrial, or retail sector experience preferred.

• Familiarity with global executive pay practices, proxy disclosures, and shareholder engagement a plus.

• Highly motivated and engaging individual with a strong business insight.

• Strong collaborative attitude with proven skills in creating positive relationships.

• An operational mentality with a customer service orientation.

• Ability to organize and prioritize work.

• Knowledge of Microsoft Office software (Outlook, Word, Excel, PowerPoint, Access, etc.).

Benefits and Pay

At Ferguson, we care for each other. We value our well-being just as much as our hard work. We are committed to a holistic approach towards benefits plans and programs that support the mental, physical and financial well-being of our associates. Our competitive offering includes health, dental, vision, paid time off, life insurance and a 401(k) with a company match, plus additional meaningful and inclusive enhancements such as mental health coverage, gender affirming and family building benefits, paid parental leave, associate discounts, community involvement opportunities and more.

Pay Range: Actual pay rate may vary depending upon location. The estimated pay range for this position is below. The specific rate will depend on a candidate’s qualifications and prior experience. Estimated ranges displayed are Monthly for Salaried roles or Hourly for all other roles. This role is Bonus or Incentive Plan eligible. Ferguson complies with all wage regulations. The starting wage may be higher in certain locations based on local or state wage requirements. The Company is an equal opportunity employer and government contractor that shall abide by the requirements of 41 CFR 60-300.5(a) and 41 CFR 60-741.5(A). Ferguson Enterprises, LLC is an equal employment employer F/M/Disability/Vet/Sexual Orientation/Gender Identity. Equal Employment Opportunity and Reasonable Accommodation Information.