Job Purpose
The Vice President, Executive Compensation is a strategic leader responsible for designing, governing, and communicating executive pay programs that attract, retain, and motivate senior enterprise leaders. This role partners with the CHRO, business leaders, Finance, Legal, HR, and external advisors to ensure executive compensation programs support business priorities, talent strategy, and a strong pay‑for‑performance philosophy. The role oversees global executive compensation planning, strategy, governance, and compliance across all short‑term and long‑term incentive programs.

Why Join JCI Now
• Join a 140‑year‑new company undergoing a significant transformation powered by a lean business system and talent system engine.
• Play a leadership role in a compelling growth story driven by favorable market trends and a right to win in decarbonization, mission‑critical environments, and the AI‑driven economy.
• Shape an enterprise talent and rewards system at scale for 90,000 employees globally.
• Partner directly with the CHRO, CEO, CFO, and HR leaders who see talent as central to JCI’s winning formula.
• Build executive compensation programs that drive high performance and long‑term enterprise value.
• Leave a lasting enterprise legacy.

What You Will Own

Executive Compensation Strategy & Design
• Develop and evolve the enterprise executive compensation strategy aligned with business objectives, compensation philosophy, and shareholder expectations.
• Lead design of executive pay elements including base salary, annual incentives, long‑term incentives/equity, and special awards.
• Recommend plan design changes based on market trends, competitive data, regulatory changes, and business priorities.
• Provide strategic guidance on executive hires, promotions, retention packages, and succession‑related decisions.

Compensation Committee & Governance
• Support the VP, Global Talent & Rewards in partnering with the Compensation Committee on executive pay matters.
• Prepare high‑quality materials, insights, and recommendations for Committee meetings.
• Ensure programs comply with regulatory and governance requirements (e.g., SEC, IRS, global reporting standards).
• Manage external advisors and benchmarking studies aligned with Committee expectations.

Program Management & Analytics
• Oversee the administration of executive compensation cycles, including annual planning, equity grants, performance plan cycles, and year‑end processes.
• Lead comprehensive analyses including benchmarking, pay‑for‑performance assessments, realizable pay reviews, wealth accumulation studies, and shareholder impact modeling.
• Partner with Finance, Legal, and HRIS to ensure accurate reporting, accounting, and execution of all executive compensation programs.

Partnership with Talent & Enterprise Leadership
• Advise the Talent Leadership team on how executive compensation supports leadership development, succession planning, and enterprise talent strategy.
• Collaborate with the CEO, CFO, CHRO, and Business Leaders on compensation decisions for senior executives across the company.
• Ensure compensation approaches reinforce company culture, leadership expectations, and transformation priorities.

Communication & Change Leadership
• Develop clear, compelling executive communications on compensation structure, performance metrics, equity awards, and realized value.
• Educate HR Business Partners and senior leaders on executive compensation programs to ensure consistent understanding and application.
• Oversee communication of executive pay elements for proxy statements, shareholder engagement, and internal audiences.

Team Leadership
• Lead and develop a high‑performing executive compensation team.
• Foster a culture of analytical rigor, innovation, discretion, and collaboration across Global Rewards and Talent.

Qualifications
• 10+ years of progressive experience in executive compensation, total rewards, or related fields.
• Deep expertise in long‑term incentives, equity programs, and executive pay governance.
• Proven ability to partner with senior executives and Board‑level stakeholders.
• Strong analytical, financial modeling, and strategic advisory capabilities.
• Global experience in a complex, matrixed environment strongly preferred.
• Bachelor’s degree required; advanced degree or CCP preferred.

What Success Looks Like
• Executive pay strategy and programs aligned to business priorities and pay‑for‑performance.
• High‑quality, Committee‑ready materials and trusted governance.
• Accurate and timely execution of executive compensation cycles.
• Clear and credible communication that enhances executive understanding and shareholder confidence.
• Strong partnership with senior leaders and enterprise functions.
• A high‑performing executive compensation team known for rigor, quality, and trusted partnership.