Director, Executive Compensation - Orthopedics
Johnson & Johnson
4 hours ago
Remote friendly (Raritan, NJ)
United States
Human Resources
Purpose: The Director, Exec Compensation is responsible for setting and leading the enterprise strategy, design, governance, and delivery of executive compensation programs (base pay, annual incentive, long-term incentive, and executive benefits/perquisites). Advises CEO/CHRO/CFO and senior leadership; partners with the Compensation & Benefits Committee; ensures alignment to business strategy, talent outcomes, shareholder expectations, and regulatory/competitive environment. Owns executive compensation policy and global operating rhythms, including regulatory filings/disclosures and monitoring market/regulatory trends.
Key Responsibilities:
- Own global executive compensation philosophy and program architecture.
- Advise senior leadership/HR with market-informed, data-driven recommendations.
- Lead annual and ad hoc materials/recommendations for CEO/CHRO/CFO and Board committee.
- Oversee executive market benchmarking and competitive intelligence.
- Drive continuous improvement of executive compensation processes/tools/governance.
- Administer executive lifecycle compensation decisions (reviews, promotions, offers, transitions, separations) per policy/delegated authorities.
- Own executive compensation disclosure strategy (CD&A, proxy tables, public filing analyses).
- Prepare for proxy advisor engagement (ISS/Glass Lewis) with predictive/scenario modeling.
- Monitor executive comp regulation/disclosure/accounting-tax implications and shareholder voting trends.
- Set executive compensation communications strategy.
- Partner with Legal, Finance/Accounting, Tax, Audit, Total Rewards, and independent consultant.
- Build/lead/coach executive compensation team.
Qualifications/Requirements:
- Bachelor’s degree required; advanced degree strongly preferred.
- 12+ years progressive experience in executive/equity compensation (global program design/governance/delivery).
- 5+ years people leadership experience.
- Exceptional written/verbal communication; influence senior leaders; discretion with sensitive info.
- Data/governance/risk-grounded advisory; strong analytical and financial/governance acumen.
- Ability to synthesize performance/market/accounting-tax/governance into decisions.
- Strong attention to detail for leadership materials and external disclosures.
- Pace/rigor/judgment in high-visibility, time-sensitive situations.
- Partner with Finance on pay-for-performance, dilution/overhang, and accounting impacts.
- Lead multiple complex workstreams; strong cross-functional partnership (HR/Legal/Finance/Tax/Accounting/Audit).
- Influence decisions where others hold direct accountability.
Preferred Requirements:
- MBA or advanced degree in HR/Business/Finance/Economics/related.
- Publicly traded, highly regulated global company experience; healthcare/life sciences preferred.
Benefits (as stated): Vacation (120 hrs/yr), Sick time (40 hrs/yr; CO 48; WA 56), Holiday pay (13 days/yr), Work/Personal/Family (up to 40 hrs/yr), Parental Leave (480 hrs within 1 year), Bereavement (240 hrs; immediate family 240/extended 40), Caregiver Leave (80 hrs in 52-week rolling period), Volunteer Leave (32 hrs/yr), Military Spouse Time-Off (80 hrs/yr).
Key Responsibilities:
- Own global executive compensation philosophy and program architecture.
- Advise senior leadership/HR with market-informed, data-driven recommendations.
- Lead annual and ad hoc materials/recommendations for CEO/CHRO/CFO and Board committee.
- Oversee executive market benchmarking and competitive intelligence.
- Drive continuous improvement of executive compensation processes/tools/governance.
- Administer executive lifecycle compensation decisions (reviews, promotions, offers, transitions, separations) per policy/delegated authorities.
- Own executive compensation disclosure strategy (CD&A, proxy tables, public filing analyses).
- Prepare for proxy advisor engagement (ISS/Glass Lewis) with predictive/scenario modeling.
- Monitor executive comp regulation/disclosure/accounting-tax implications and shareholder voting trends.
- Set executive compensation communications strategy.
- Partner with Legal, Finance/Accounting, Tax, Audit, Total Rewards, and independent consultant.
- Build/lead/coach executive compensation team.
Qualifications/Requirements:
- Bachelor’s degree required; advanced degree strongly preferred.
- 12+ years progressive experience in executive/equity compensation (global program design/governance/delivery).
- 5+ years people leadership experience.
- Exceptional written/verbal communication; influence senior leaders; discretion with sensitive info.
- Data/governance/risk-grounded advisory; strong analytical and financial/governance acumen.
- Ability to synthesize performance/market/accounting-tax/governance into decisions.
- Strong attention to detail for leadership materials and external disclosures.
- Pace/rigor/judgment in high-visibility, time-sensitive situations.
- Partner with Finance on pay-for-performance, dilution/overhang, and accounting impacts.
- Lead multiple complex workstreams; strong cross-functional partnership (HR/Legal/Finance/Tax/Accounting/Audit).
- Influence decisions where others hold direct accountability.
Preferred Requirements:
- MBA or advanced degree in HR/Business/Finance/Economics/related.
- Publicly traded, highly regulated global company experience; healthcare/life sciences preferred.
Benefits (as stated): Vacation (120 hrs/yr), Sick time (40 hrs/yr; CO 48; WA 56), Holiday pay (13 days/yr), Work/Personal/Family (up to 40 hrs/yr), Parental Leave (480 hrs within 1 year), Bereavement (240 hrs; immediate family 240/extended 40), Caregiver Leave (80 hrs in 52-week rolling period), Volunteer Leave (32 hrs/yr), Military Spouse Time-Off (80 hrs/yr).