Sr. Manager, Comp Strategy & US

Johnson & Johnson•Raritan, NJ

About The Position

The Sr. Manager, Comp Strategy & US is a key member of the Global Compensation Center of Excellence (COE), responsible for shaping, delivering, and continuously improving compensation programs that support DePuy Synthes’ talent and business strategies. The role leads strategic initiatives across retention and recognition, year-end compensation processes, sales compensation, and broader compensation program design, while ensuring alignment with business priorities, regulatory requirements, and market practices. This role offers the opportunity to influence compensation strategy at a global scale and partner with senior leaders across Human Resources and the business to create programs that attract, retain, and reward talent. Responsibilities combine strategic program ownership, cross-functional leadership, global communications, vendor management, and compliance oversight. Johnson & Johnson announced plans to separate its Orthopedics business as DePuy Synthes, with the process anticipated to be completed within 18 to 24 months, subject to legal requirements, consultations, regulatory approvals, and other customary conditions. Following the transaction, the employee is anticipated to work for DePuy Synthes, under its employment processes, programs, policies, and benefit plans.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Organizational Development, or a related field.
8–10 years of progressive experience in compensation, total rewards, human resources, consulting, finance, or a related field.
Demonstrated experience designing, implementing, and managing compensation programs at a regional or global level.
Experience leading cross-functional projects and influencing stakeholders across multiple functions and geographies.
Strong analytical, financial modeling, and problem-solving capabilities.
Experience communicating complex compensation concepts to diverse audiences.
Knowledge of compensation governance, regulatory requirements, and market practices.
Proven project management skills and ability to manage multiple priorities simultaneously.
English proficiency required.

Nice To Haves

Master’s degree (MBA, MA, MS, or equivalent) in Human Resources, Business, Finance, or a related discipline.
Experience supporting global Compensation COE or Total Rewards organizations.
Knowledge of U.S. compensation programs, incentive design, and pay governance.
Experience with retention, recognition, and executive or broad-based compensation programs.
Experience supporting sales compensation strategy and plan administration.
Familiarity with compensation survey providers, market benchmarking, and pay analytics.
Experience managing third-party consultants and compensation-related vendors.
Advanced proficiency with HR technologies, data visualization, and reporting tools.
Spanish proficiency.
Certified Compensation Professional (CCP) or similar certification.

Responsibilities

Own and lead global retention and recognition programs, including design, execution, governance, and outcome measurement.
Lead year-end compensation planning, ensuring effective execution, process integrity, stakeholder alignment, and communication.
Design, evaluate, and enhance global compensation programs and frameworks that support business and talent strategies.
Partner with HR, Finance, Legal, and business leaders to address complex compensation and retention challenges.
Develop and execute compensation communications strategies and materials for global and U.S. audiences.
Oversee sales compensation programs, including plan governance, design support, and alignment with organizational objectives.
Monitor and ensure compliance with applicable compensation regulations, policies, and governance requirements.
Manage external compensation vendors and consultants, including performance, contracts, service delivery, and budget oversight.
Analyze market trends, compensation data, and workforce insights to inform strategic recommendations.
Drive continuous improvement of compensation processes, tools, and reporting capabilities.

Benefits

Participation in the Company’s consolidated retirement plan (pension) and savings plan (401(k)), subject to plan terms.
Eligibility to participate in the Company’s long-term incentive program.
Vacation: 120 hours per calendar year, subject to applicable policies and date of hire.
Sick time: 40 hours per calendar year; 48 hours for Colorado residents and 56 hours for Washington residents.
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, or foster care of a child.
Bereavement Leave: 240 hours for an immediate family member and 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.