Senior Manager, Executive Compensation

Eaton Corporation; Beachwood (OH); On-site; USD 165,000 - 242,000; Full time

Job summary

Eaton Corporation is seeking an experienced Senior Manager, Executive Compensation to support our executive compensation programs from either Beachwood, OH or Pittsburgh, PA. You will partner with senior leadership, HR, Legal, and Finance to ensure programs align with market practices, governance expectations, and regulatory requirements.

The role requires managing design, analysis, and administration of executive and director compensation, supporting the Compensation Committee, and delivering

Qualifications

• Bachelor's degree in Human Resources, Finance, Accounting, Business, Economics, or a related field.
• Minimum of 8 years of progressive compensation experience, including a minimum of 2 years supporting executive compensation programs for a public company, Compensation Committee and Board of Directors processes, SEC disclosures, and executive pay programs.
• Experience leading comprehensive market benchmarking initiatives and analyses.
• Advanced analytical capabilities and proficiency in tools such as Excel, various HR systems, and market pricing platforms, along with a solid foundation in job evaluation methodologies.
• Working knowledge of SEC executive compensation disclosure requirements, proxy statement preparation, and CD&A.
• Demonstrates sharp business acumen, executive-level consulting expertise, and the ability to distill complex data into clear, strategic insights that drive performance and align with organizational objectives.
• Exceptional communication and facilitation skills are essential, along with the ability to proactively identify trends and assess potential business impacts through an organizational lens.

Responsibilities

• Help ensure executive compensation programs support and help drive Eaton’s business strategy.
• Ensure that executive compensation programs are aligned with leading governance expectations, shareholder interests, market competitiveness, and Eaton’s compensation philosophy.
• Support the design, analysis, and administration of executive and director compensation programs. Lead and support change management efforts, as needed.
• Collaborates with Executive Compensation Manager to support compensation planning activities related to short-term incentive and long-term incentive programs.
• Assist in the development of Compensation Committee materials, tally sheets, Compensation Discussion & Analysis (CD&A), and required proxy tables, and other required disclosures.
• Conduct market research and develop presentations, analyses, and insights to support senior leadership and the Compensation and Organization Committee of the Borad of Directors.
• Partner with business and functional compensation and HR leaders to shape, educate, and communicate the executive compensation philosophy and programs for the equity-eligible population.
• Collaborate with stakeholders in Human Resources, Legal, and Finance, and other functions to ensure clarity and alignment of executive compensation with broader business strategies.
• Build and manage relationships with external consultants, vendors, and internal Centers of Expertise to ensure alignment across HR strategies.
• Support regulatory and disclosure requirements, including CD&A in the proxy, other filings, and statutory reporting as needed.
• Maintain strict confidentiality and uphold governance standards in all aspects of executive compensation.

Skills

Excel

Compensation analysis

Stakeholder management

Data interpretation

Education

Bachelor's degree in Human Resources, Finance, Accounting, Business, Economics, or a related field

Tools

Excel

HR systems

Market pricing platforms

Job description

Eaton is seeking an experienced Senior Manager, Executive Compensation. This role can be based in either Beachwood, Ohio at Eaton's US HQ or in Pittsburgh, Pennsylvania.

What you’ll do:

We are seeking an experienced Executive Compensation professional to support Eaton’s executive compensation function. This role will partner closely with the Executive Compensation team, senior leadership, Human Resources, Legal, and Finance to ensure our compensation programs drive and support Eaton’s strategy and are aligned with market practices, shareholder expectations, and regulatory requirements. The successful candidate will bring expertise in executive compensation within a public company environment and have experience supporting Compensation Committees, executive incentive programs, and SEC disclosure requirements. This position can be based in Beachwood, OH or Pittsburgh, PA and reports to the VP, Executive Compensation. It is an individual contributor but collaborates with Executive Compensation team.

Job Responsibilities:

• Help ensure executive compensation programs support and help drive Eaton’s business strategy.
• Ensure that executive compensation programs are aligned with leading governance expectations, shareholder interests, market competitiveness, and Eaton’s compensation philosophy.
• Support the design, analysis, and administration of executive and director compensation programs. Lead and support change management efforts, as needed.
• Collaborates with Executive Compensation Manager to support compensation planning activities related to short-term incentive and long-term incentive programs.
• Assist in the development of Compensation Committee materials, tally sheets, Compensation Discussion & Analysis (CD&A), and required proxy tables, and other required disclosures.
• Conduct market research and develop presentations, analyses, and insights to support senior leadership and the Compensation and Organization Committee of the Borad of Directors.
• Partner with business and functional compensation and HR leaders to shape, educate, and communicate the executive compensation philosophy and programs for the equity-eligible population.
• Collaborate with stakeholders in Human Resources, Legal, and Finance, and other functions to ensure clarity and alignment of executive compensation with broader business strategies.
• Build and manage relationships with external consultants, vendors, and internal Centers of Expertise to ensure alignment across HR strategies.
• Support regulatory and disclosure requirements, including CD&A in the proxy, other filings, and statutory reporting as needed.
• Maintain strict confidentiality and uphold governance standards in all aspects of executive compensation.

Qualifications:

• Bachelor's degree in Human Resources, Finance, Accounting, Business, Economics, or a related field.
• Minimum of 8 years of progressive compensation experience, including a minimum of 2 years supporting executive compensation programs for a public company, Compensation Committee and Board of Directors processes, SEC disclosures, and executive pay programs.
• Experience leading comprehensive market benchmarking initiatives and analyses.
• Advanced analytical capabilities and proficiency in tools such as Excel, various HR systems, and market pricing platforms, along with a solid foundation in job evaluation methodologies.
• Working knowledge of SEC executive compensation disclosure requirements, proxy statement preparation, and Compensation Discussion & Analysis (CD&A).
• Demonstrates sharp business acumen, executive-level consulting expertise, and the ability to distill complex data into clear, strategic insights that drive performance and align with organizational objectives.
• Exceptional communication and facilitation skills are essential, along with the ability to proactively identify trends and assess potential business impacts through an organizational lens.

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 $165000 - $242000 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.

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.