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    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.

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    I confirm that I am submitting this electronic application on my own behalf, and not on behalf of any other person, and that the information contained in this application is my own personal information. I hereby affirm that the information provided during the application process and any accompanying documents attached including my resume/CV or provided during any discussion or interviews, are true and complete to the best of my knowledge. To the extent permitted by applicable local law, I authorize Johnson Controls and its affiliates, subsidiaries and operating segments (collectively, the Company) to investigate all statements in this application and accompanying documents and to secure any necessary information from all my employers, references, and educational institutions.

    I understand that should I receive an offer of employment with Johnson Controls, such offer is conditional on successful completion of all aspects of the application process including such background and reference checks as are applicable and permitted under local law. Submission of this electronic application by me does not constitute to me an offer of employment, an employment agreement or any other contractually binding commitment by Johnson Controls.

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    Johnson Controls would also like to consider you for additional and future job openings, and we may use AI to help with this process. These AI tools help us understand how your candidate information matches the requirements of future job openings (using the same process as described above). Johnson Controls recruiters may use these insights to help them decide whether to reach out to you to regarding a future job opening. If you are located in the United Kingdom or European Union, the use of the AI insights is necessary for Johnson Controls’ legitimate interests to provide a streamlined and efficient recruitment process, and to consider you for future roles. Please note, the use of AI insights is just one of the tools and one of many factors our recruiters use to help evaluate candidates for upcoming roles.

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    A Johnson Controls, Inc. (a "Empresa") é uma Empresa com uma política ativa de igualdade de oportunidades e cumpre as leis federais aplicáveis e os regulamentos de implementação, que exigem a coleta e registro de certos dados/informações. Nesse sentido, pedimos que você considere fornecer voluntariamente as informações estabelecidas abaixo. Observe que as informações não serão usadas para tomar quaisquer decisões de emprego e serão mantidas em sigilo e separadas de sua candidatura de emprego. O envio dessas informações é voluntário, e a recusa em fornecê-las não sujeitará você a qualquer ação adversa.

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    A Johnson Controls, Inc. é uma contratada do governo sujeita ao Ato de Assistência ao Reajuste dos Veteranos do Vietnã de 1974, conforme alterada pelo Ato de Empregos para Veteranos de 2002, 38 USC4212 (“VEVRAA”), que exige que os contratados do governo apliquem a ação afirmativa para empregar e progredir no emprego: (1) veteranos deficientes; (2) veteranos recentemente na reserva; (3) veteranos da ativa em tempo de guerra ou com emblema de campanha; e (4) veterano condecorado ao serviço das Forças Armadas. Essas classificações são definidas da seguinte forma:

    • Veterano deficiente é um dos seguintes:
      • Um veterano do serviço militar, terrestre, naval ou aéreo dos EUA que tem direito à remuneração (ou que, exceto pelo recebimento de pagamento de militar aposentado, teria direito à remuneração), de acordo com as leis regidas pela Secretaria de Assuntos de Veteranos; ou
      • Uma pessoa que foi dispensada do serviço ativo por causa de uma deficiência relacionada ao serviço.
    • Veterano recentemente na reserva significa qualquer veterano durante o período de três anos, começando na data de dispensa ou liberação do serviço ativo no serviço militar, terrestre, naval ou aéreo dos EUA.
    • Veterano na ativa em tempo de guerra ou com emblema de campanha significa um veterano que serviu na ativa no serviço militar, terrestre, naval ou aéreo dos EUA durante uma guerra, ou em uma campanha ou expedição para a qual um emblema de campanha foi autorizado sob as leis regidas pelo Departamento de Defesa.
    • Veterano condecorado ao serviço das Forças Armadas significa um veterano que, enquanto estava na ativa do serviço militar, terrestre, naval ou aéreo dos EUA, participou de uma operação militar dos Estados Unidos para a qual uma medalha de serviço das Forças Armadas foi concedida de acordo com a Ordem Executiva 12985.

    Se você acredita que pertence a qualquer uma das categorias de veteranos protegidos listadas acima, indique marcando a caixa apropriada abaixo. Como contratante do governo sujeito à VEVRAA, solicitamos essas informações para medir a eficácia dos esforços de divulgação e recrutamento positivos que empreendemos, de acordo com a VEVRAA.

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    As informações que você enviarão serão mantidas em sigilo, exceto que (i) supervisores e gestores podem ser informados sobre restrições ao trabalho ou deveres de veteranos deficientes, e sobre as acomodações necessárias; (ii) o pessoal de primeiros socorros e segurança pode ser informado, quando e na medida apropriada, se você tiver uma condição que possa exigir tratamento de emergência; e (iii) Funcionários do governo envolvidos na aplicação das leis regidas pelo Office of Federal Contract Compliance Programs, ou aplicar a Lei dos Americanos com Deficiências, podem ser informados.

    A Johnson Controls, Inc. cumpre os requisitos de 41 CFR 60-300.5 (a). Este regulamento requer ação afirmativa por parte dos contratantes cobertos para empregar e avançar no emprego de veteranos protegidos qualificados.


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    CC-305
    1250-0005
    04/30/2026
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