Sr. Manager, Comp Strategy & US
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. This role will lead 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 is an exciting opportunity to influence compensation strategy at a global scale, partner with senior leaders across Human Resources and the business, and help create programs that attract, retain, and reward top talent. The role combines strategic program ownership, cross-functional leadership, global communications, vendor management, and compliance oversight to drive a consistent and impactful employee experience.
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 with the 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 related discipline.
- 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 preferred.
- Certified Compensation Professional (CCP) or similar certification preferred.
Responsibilities
- Own and lead global retention and recognition programs, including design, execution, governance, and measurement of outcomes.
- Lead year-end compensation planning activities, 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
- Employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)).
- This position is eligible to participate in the Company’s long-term incentive program.
- Vacation –120 hours per calendar year
- Sick time - 40 hours per calendar year; for employees who reside in the State of Colorado –48 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year
- 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
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What This Job Offers
Job Type
Full-time
Career Level
Manager
