Director, Executive Compensation - Orthopedics

Johnson & Johnson Innovative Medicine•Warsaw, IN

2d•$150,000 - $258,750•Hybrid

About The Position

This role is responsible for setting and leading the enterprise strategy, design, governance, and delivery of executive compensation programs, including base pay, annual incentive, long-term incentive, and executive benefits and perquisites. The position provides strategic counsel to the CEO, CHRO, CFO, and senior leadership, partners closely with the Compensation & Benefits Committee of the Board of Directors, and ensures programs are aligned to business strategy, talent outcomes, shareholder expectations, and the external regulatory and competitive environment. The role owns executive compensation policy and operating rhythms globally, including oversight of required regulatory filings and disclosures and continuous monitoring of evolving market and regulatory trends. This position is part of the planned separation of Johnson & Johnson's Orthopaedics business to establish a standalone orthopaedics' company, operating as DePuy Synthes. Following the conclusion of the transaction, the employee would be an employee of DePuy Synthes.

Requirements

Bachelor’s degree required
Minimum of 12 years of progressive experience in executive and equity compensation, including enterprise program design, governance, and delivery in a global environment.
Minimum of 5 years of people leadership experience, with a demonstrated ability to develop talent and lead through complexity and change.
Exceptional written and verbal communication skills with the ability to influence at the most senior levels and communicate complex topics with clarity.
Create executive-ready narratives and materials for leadership and Board audiences.
Demonstrate presence, judgment, and discretion when advising leaders and handling highly sensitive information.
Constructively challenge and provide recommendations grounded in data, governance standards, and risk awareness.
Outstanding analytical, critical thinking, and problem-solving skills with strong business, financial, and governance acumen.
Synthesize complex inputs (performance, market data, accounting/tax, and governance) into clear decisions and recommendations.
Maintain strong attention to detail and quality standards for leadership materials and external disclosures.
Operate with pace, rigor, and sound judgment in high-visibility, time-sensitive situations.
Demonstrated ability to partner with Finance to understand and communicate pay-for-performance outcomes, dilution/overhang considerations, and accounting impacts.
Proven ability to lead multiple complex workstreams simultaneously and deliver high-quality outcomes in a fast-paced, changing environment.
Demonstrated ability to build strong cross-functional partnerships (HR, Legal, Finance, Tax, Accounting, and Audit) and influence outcomes through governance and collaboration.
Quickly build credibility with senior leaders and navigate complex stakeholder environments.
Influence decisions when others hold direct accountability, using data, clear rationale, and sound governance practices.

Nice To Haves

Advanced degree strongly preferred
MBA or other advanced degree in HR, Business, Finance, Economics, or a related discipline.
Experience in a highly regulated, publicly traded global company; healthcare or life sciences experience preferred.

Responsibilities

Own the global executive compensation philosophy and program architecture (base, annual incentive, long-term incentive, and executive benefits/perquisites), ensuring alignment to enterprise strategy, performance outcomes, and shareholder perspectives.
Serve as a trusted advisor to senior leadership and HR partners, providing market-informed, data-driven recommendations on executive pay decisions, governance, and risk.
Lead planning, development, and delivery of materials and recommendations for the CEO, CHRO, CFO, and the Compensation & Benefits Committee of the Board of Directors, including annual cycles, special topics, and ad hoc requests.
Oversee executive market benchmarking and competitive intelligence, including peer group design and interpretation of pay levels and pay-for-performance outcomes.
Drive continuous improvement and transformation of executive compensation processes, tools, and governance to improve effectiveness, transparency, and scalability across the enterprise.
Oversee executive lifecycle compensation decisions and administration (e.g., annual reviews, promotions, offers, transitions, and separation arrangements) in accordance with policy, delegated authorities, and governance requirements.
Own the executive compensation disclosure strategy and delivery, including Compensation Discussion & Analysis, proxy statement compensation tables, and analyses supporting other public filings, in partnership with internal and external stakeholders.
Oversee proxy advisor engagement readiness and modeling (e.g., ISS and Glass Lewis), including predictive analyses and scenario planning to support governance outcomes.
Monitor and assess evolving executive compensation regulation, disclosure requirements, accounting/tax implications, and shareholder voting trends; translate insights into program design and governance recommendations.
Set the executive compensation communications strategy and ensure clear, consistent communications that enable understanding of program intent, outcomes, and participant requirements.
Lead cross-functional partnership with Legal, Finance/Accounting, Tax, Audit, Total Rewards, and the Compensation & Benefits Committee’s independent consultant to ensure rigorous governance, compliance, and high-quality deliverables.
Build, lead, coach, and develop a high-performing executive compensation team, setting clear priorities, strengthening capability, and ensuring strong stakeholder management and delivery excellence.

Benefits

Consolidated retirement plan (pension)
Savings plan (401(k))
Long-term incentive program
Vacation –120 hours per calendar year
Sick time - 40 hours per calendar year (varies by state)
Holiday pay, including Floating Holidays –13 days per calendar year
Work, Personal and Family Time - up to 40 hours per calendar year
Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child
Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year
Caregiver Leave – 80 hours in a 52-week rolling period
Volunteer Leave – 32 hours per calendar year
Military Spouse Time-Off – 80 hours per calendar year