Director, Cardiology Compensation and Quota

Boston Scientific•Maple Grove, MN

11d•Hybrid

About The Position

The Director, Cardiology Compensation and Quota is a strategic and operational leader responsible for setting performance expectations and rewarding results across Boston Scientific’s Cardiology business. Reporting to the Vice President of Cardiology Sales Strategy, this role leads the Compensation and Quota Center of Excellence and oversees variable compensation design and execution, quota strategy, territory planning, workforce planning, and compensation analytics. The Director is the central point of accountability for compensation and quota across Cardiology divisions, driving consistent, competitive, and compliant practices while supporting business-specific needs. The role develops and oversees compensation and quota strategies, methodologies, plans, governance, controls, administration, and field communication. It partners with commercial leadership and teams across Sales, Finance, Human Resources, Legal, Total Rewards, Talent Acquisition, Information Technology, and Sales Operations to support commercial growth, talent retention, operational efficiency, and accurate compensation processes. The Director also leads and develops people leaders and functional specialists, and guides organizational change and process harmonization. This position follows a hybrid work model and requires employees to work in a local Minnesota office at least three days per week. Boston Scientific will not offer or take over sponsorship of an employment visa for this position at this time.

Requirements

Bachelor’s degree minimum, preferably in finance, business, economics, or a related field.
Minimum of 10 years of experience in sales compensation, quota setting, sales operations, finance, or total rewards within a complex commercial organization.
Experience leading people managers and teams across compensation, quota, or related commercial functions.
Experience designing and implementing variable incentive compensation plans, sales compensation methodologies, quota-setting strategies, and territory planning.
Experience managing compensation governance, financial controls, plan administration, and compliance processes, including financial modeling, compensation analytics, and incentive compensation management systems.

Nice To Haves

Master of Business Administration (MBA) or another advanced degree.
Experience in the medical device, cardiovascular, or health care industry.
Strategic and enterprise-focused mindset, with the ability to align compensation and quota strategies with broader business priorities.
Executive communication, relationship-building, and influencing skills, including the ability to collaborate across functions and drive organizational alignment.
Sound judgment in balancing compensation competitiveness, internal equity, financial considerations, and governance requirements.
Commitment to consistent, fair, and transparent compensation and quota methodologies.
Change leadership capabilities focused on operational excellence, process standardization, and organizational transformation.
Commitment to talent development, coaching, and building inclusive, high-performing teams.
Interest in emerging technologies, including AI, and ability to identify opportunities to improve processes, efficiency, and business outcomes.

Responsibilities

Lead Cardiology’s variable compensation and quota strategy, aligning incentive plans and performance expectations with commercial priorities, the Annual Operating Plan, and financial objectives.
Oversee compensation and quota accountability from strategy and plan design through implementation, payment accuracy, and ongoing effectiveness evaluation.
Oversee variable incentive compensation plan design, including pay mix, performance measures, payout curves, accelerators, thresholds, commissions, bonuses, and special incentive programs.
Establish quota-setting methodologies and allocation models using market analysis and performance data to develop fair, achievable, and defensible territory goals.
Oversee territory design, sales alignment, and workforce planning so headcount, sales coverage, and organizational structures support market opportunities and business priorities.
Establish compensation and quota governance frameworks, including methodology integrity, decision rights, approval authorities, financial controls, and accountability across Sales, Finance, HR, and Legal.
Lead compensation plan change control and exception management, including crediting disputes, quota adjustments, and off-cycle changes, ensuring consistent and documented decisions.
Oversee compensation calculations, payments, and financial controls, ensuring compliance with company policies, applicable laws, and audit requirements.
Oversee accurate and timely compensation plan implementation, including plan configuration, quota loading, payment administration, and employee eligibility changes.
Oversee employee compensation agreements, including plan documentation, guarantees, draws, and transition arrangements, in partnership with HR and Legal; ensure clear communication and timely resolution of field inquiries.
Partner with Total Rewards and Talent Acquisition to benchmark compensation against external market data, maintain internal equity, and develop strategies to attract and retain commercial talent.
Lead compensation analytics, financial modeling, and forecasting to evaluate incentive effectiveness, payout trends, quota attainment, and cost of sales.
Partner with IT and Sales Operations to strengthen compensation systems, improve data integrity, and drive process improvements through standardization, automation, and responsible use of AI.
Advise senior commercial leadership and drive consistent compensation methodologies and processes across divisions while accommodating business-specific needs.
Lead, coach, and develop people leaders and functional specialists, strengthening organizational capabilities, succession planning, and team performance.
Guide organizational change and process harmonization while fostering an inclusive, high-performing culture grounded in accountability, collaboration, and continuous improvement.