nVent Electric plc

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regarding our compensation philosophy and practices and considered the Say-on-Pay vote results in the context of engaging with shareholders and designing our executive compensation programs.

We heard the following themes from our shareholders during our engagement initiatives in 2025:

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Our executive compensation program reflects pay-for-performance with the majority of pay at risk, utilizes industry market practices and is aligned with our strategic objectives

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Continued positive feedback on the structure and mix of metrics included in our annual and long-term incentive plans

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Comparative Framework

In setting compensation for our executive officers, including our Named Executive Officers, the Compensation and Human Capital Committee uses competitive compensation data from an annual total compensation study of selected peer companies (our “Comparator Group”) and other relevant survey sources to inform its decisions about overall compensation opportunities and specific compensation elements. Additionally, the Committee uses multiple reference points when establishing targeted compensation levels. The Committee applies judgment and discretion in establishing targeted pay levels, taking into account not only competitive market data, but also factors such as company, business segment and individual performance, scope of responsibility, critical needs and skill sets, experience, leadership potential and succession planning. The Committee selects companies for inclusion in the Comparator Group based on several important criteria:

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publicly-traded on a major exchange;

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similar in business scope and/or operations to our segments and global in nature;

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within a reasonable revenue range (generally 0.5x to 2x) compared to our revenue;

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where we compete for talent; and

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engaged in the same or a similar industry to ours, based on Global Industry Classification Standard (“GICS”) code: electrical components and equipment, electronic components and industrial machinery.

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The Committee worked with WTW to develop our Comparator Group for use in setting target compensation for 2025 for our executive officers, including our Named Executive Officers. Our Comparator Group for 2025 included the following 19 peer companies, which had revenues ranging from approximately $2.0 billion to $6.9 billion, with median revenues of approximately $3.6 billion:

Following its annual review of the Comparator Group in preparation for setting 2026 compensation, the Committee removed Kennametal Inc. and SPX Technologies, Inc. and added Flowserve Corporation and Rockwell Automation, Inc. to better align with our revenue size.

Compensation Program Elements

We have three elements of total direct compensation: base salary, annual incentives and long-term incentives, which are described below. We also provide limited perquisites (see page 40) and standard retirement and health and welfare benefits (see page 42).

2026 Proxy Statement 35