About this role
Job Summary: The Senior Director, Executive Compensation & Enterprise Compensation Governance will play a critical leadership role in shaping compensation programs that support Ecolab’s growth strategy, leadership agenda, and pay-for-performance culture.
This role combines deep executive compensation expertise with enterprise-level program leadership. It is responsible for bringing disciplined analysis, strong governance, and practical business judgment to compensation decisions for Ecolab’s most senior leaders and Board of Directors.
Beyond executive compensation, the role will own the core infrastructure that enables consistent, market-informed, and compliant compensation practices across the enterprise, including job architecture, market pricing, salary survey strategy, annual merit planning, pay transparency, and pay equity.
The successful candidate will be a credible advisor, clear communicator, and collaborative leader who can translate complex compensation matters into sound recommendations, build trust with senior stakeholders, and lead a high-performing team through priorities that are visible, dynamic, and strategically important to Ecolab.
What You Will Do:
- Set direction for and deliver executive compensation programs that reinforce Ecolab’s business strategy, leadership expectations, and pay-for-performance philosophy
- Develop practical, data-driven recommendations for senior leader compensation decisions, including annual pay actions, incentives, equity awards, promotions, transitions, retention needs, and other critical talent moments
- Assess market practices, shareholder perspectives, regulatory developments, and internal business needs to keep executive compensation programs competitive, responsible, and aligned with long-term value creation
- Create clear, decision-ready materials for the Compensation Committee and Board that frame key issues, alternatives, implications, and recommended actions
- Advance executive and director compensation governance through thoughtful program design, benchmarking, policy stewardship, documentation, and continuous improvement
- Lead high-quality public company compensation disclosures, including CD&A, executive compensation tables, pay versus performance disclosure, director compensation disclosure, pay ratio reporting, and related governance content
- Partner with Legal, Finance, Investor Relations, external advisors, and senior leaders to support Say-on-Pay strategy, investor engagement preparation, and responses to evolving governance expectations
- Manage enterprise compensation infrastructure, including job architecture, career frameworks, leveling, market pricing, salary survey participation, pay transparency, and pay equity practices
- Provide leadership for Ecolab’s global market pricing system and related processes to improve consistency, usability, and decision quality across the organization
- Oversee annual merit and compensation planning with a focus on sound governance, financial discipline, manager effectiveness, and a positive employee experience
- Lead, engage, and develop a talented team, fostering strong technical capability, ownership, and collaboration
- Build strong partnerships across Total Rewards, HR Business Leads, Finance, Legal, Investor Relations, and business leadership to ensure compensation programs are well connected to enterprise priorities
How Success Is Measured:
Success in this role is measured through demonstrated impact on executive compensation effectiveness, governance excellence, compensation program execution, and leadership partnership.
- Executive compensation programs remain market competitive, strategically aligned, and supported by shareholders and the Board
- Compensation Committee and Board materials are timely, insightful, accurate, and influence effective decision-making
- Proxy disclosures are delivered with high quality, strong governance, and regulatory compliance
- Pay transparency, pay equity, and compensation governance objectives are achieved effectively and consistently
- Annual merit and compensation planning processes deliver positive outcomes for the organization and participants
- Job architecture and market pricing frameworks support talent attraction, retention, development, and workforce planning
- Compensation governance practices meet evolving legal, regulatory, and stakeholder expectations
- Compensation team capability, engagement, and succession strength continue to grow
Key Interactions:
- CEO and Executive Leadership Team
- SVP Total Rewards
- VP Compensation
- Human Resources Leadership Team
- Finance
- Legal
- Investor Relations
- External Compensation Consultants
- Proxy Advisors and Survey Providers
- HR Business Leads and HR Centers of Excellence
Minimum Qualifications:
- Bachelor's degree in Human Resources, Finance, Business, Economics, or related field
- 10+ years of progressive compensation experience, including previous experience with Executive Compensation and Board of Directors.
- Experience leading compensation strategy, market pricing, compensation benchmarking, and enterprise compensation programs
- Proven analytical capability with experience interpreting compensation data and translating findings into actionable recommendations
- Ability to influence senior executives and directors through strong communication, judgment, and business credibility
- Strong understanding of SEC disclosure requirements, public company governance standards, equity compensation, and shareholder expectations
- Previous team management experience
- Compensation related experience at a publicly traded Fortune 500 company
Preferred Qualifications:
- Master's degree in Business Administration, Human Resources, Finance, or related field
- Deep expertise and experience in executive compensation, Board compensation, proxy reporting, and Board governance practices
- Experience with pay transparency, pay equity, and global compensation frameworks
- Experience preparing Compensation Committee and Board-level compensation materials
- Experience partnering directly with Compensation Committees and Boards of Directors
- Experience leading and developing compensation professionals
- Certified Compensation Professional (CCP) designation or other relevant business/HR certification
Annual or Hourly Compensation Range
The base salary range for this position is $169,400.00 - $254,200.00. This position is eligible for annual bonus and long-term incentives based on performance, per plan terms. Many factors are taken into consideration when determining compensation, such as experience, education, training, geography, etc. We comply with all minimum wage and overtime laws.
Benefits
Ecolab strives to provide comprehensive and market-competitive benefits to meet the needs of our associates and their families. Click here to see our benefits.
If you are viewing this posting on a site other than our Ecolab Career website, view our benefits at jobs.ecolab.com/working-here.
Potential Customer Requirements Notice
To meet customer requirements and comply with local or state regulations, applicants for certain customer-facing roles may need to:
- Undergo additional background screens and/or drug/alcohol testing for customer credentialing.
Americans with Disabilities Act (ADA)
Ecolab will provide reasonable accommodation (such as a qualified sign language interpreter or other personal assistance) with our application process upon request as required to comply with applicable laws. If you have a disability and require accommodation assistance in this application process, please visit the Recruiting Support link in the footer of each page of our career website.
Our Commitment to a Culture of Inclusion & Belonging
At Ecolab, we believe the best teams are inclusive. We are on a journey to create a workplace where every associate can grow and achieve their best. We are committed to fair and equal treatment of associates and applicants and recruit, hire, promote, transfer and provide opportunities for advancement based on individual qualifications and job performance. In all matters affecting employment, compensation, benefits, working conditions, and opportunities for advancement, we will not discriminate against any associate or applicant for employment because of race, religion, color, creed, national origin, citizenship status, sex, sexual orientation, gender identity and expressions, genetic information, marital status, age, disability, or status as a covered veteran.
In addition, we are committed to furthering the principles of Equal Employment Opportunity (EEO) through Affirmative Action (AA).
We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York City Fair Chance Act.