Director, Executive Compensation

About the Role The Director, Executive Compensation is responsible for the design, administration, governance, and communication of executive compensation and benefits programs that support the company’s business strategy, attract and retain top talent, and align pay outcomes with shareholder interests. The role serves as a trusted advisor to the CEO, CHRO, and the Compensation Talent Committee on all matters related to executive compensation, equity compensation, and compensation governance. The Director will lead the execution of executive pay strategies, annual compensation planning, incentive design, market benchmarking, proxy disclosures, and regulatory compliance in a public company environment. This position is based in Northridge, CA and follows a hybrid work model. Key Responsibilities Lead the design, implementation, and ongoing evaluation of executive compensation and benefit programs for senior leaders and executive officers. Develop and maintain competitive compensation frameworks that support business objectives and align with market practices. Partner with executive leadership and HR Business Partners to assess executive compensation needs and recommend appropriate pay actions for all VP and above roles within MiniMed. Conduct executive compensation benchmarking and market analyses using external survey data and peer group comparisons for all VP and above roles within MiniMed. Evaluate emerging market trends, governance developments, and shareholder expectations to inform compensation strategy. Lead annual planning and administration of executive base salary, short‑term incentive (STI), and long‑term incentive (LTI) programs. Model compensation scenarios and analyze program effectiveness, affordability, and alignment with company performance. Serve as the primary compensation subject matter expert supporting the VP, Total Rewards with the Compensation Talent Committee. Partner with the VP, Total Rewards and other internal stakeholders to prepare committee materials, presentations, analyses, and recommendations for Board review and approval. Partner with external compensation consultants on executive compensation matters. Coordinate meeting agendas, compensation proposals, and governance documentation. Lead preparation and review of executive compensation disclosures for the annual proxy statement, including Compensation Discussion & Analysis (CD&A), compensation tables, and related disclosures. Ensure compliance with SEC regulations, stock exchange requirements, tax regulations, and executive compensation governance standards. Monitor Say‑on‑Pay results, investor feedback, and proxy advisor guidance to identify opportunities for improvement. Partner with Legal and external advisors on executive employment agreements, severance arrangements, change‑in‑control provisions, and related compensation matters. Oversee executive compensation administration processes, ensuring accuracy, controls, and compliance. Must Have: Minimum Requirements Bachelor’s degree and 10+ years of relevant experience and 7+ years of leadership experience, including significant executive compensation experience in a public company environment. OR advanced degree and 8+ years of relevant experience and 7+ years of leadership experience, including significant executive compensation experience in a public company environment. Preferred Qualifications Broad management and leadership knowledge to lead multiple job areas, with detailed functional and operational expertise. Deep expertise in executive compensation design, equity compensation, compensation governance, and proxy disclosures. Experience supporting Compensation Committees and Boards of Directors. Strong understanding of SEC regulations, executive compensation disclosure requirements, and corporate governance practices. Experience managing compensation consultants and external advisors. Advanced degree (MBA, Master’s, or equivalent). Certified Compensation Professional (CCP) designation. Experience in a highly regulated, healthcare, medical technology, life sciences, or publicly traded multinational organization. Experience leading compensation transformations, IPO readiness, spin‑offs, or public company transitions. Knowledge, Skills & Competencies Executive compensation strategy and design expertise. Strong analytical, financial modeling, and data interpretation skills. Advanced knowledge of equity compensation programs and administration. Deep understanding of compensation governance and shareholder expectations. Excellent communication, presentation, and executive influencing skills. Ability to translate complex compensation concepts into actionable recommendations. Strong project management and organizational skills. High degree of discretion and ability to manage confidential information. Leadership Expectations Demonstrates strategic thinking and enterprise perspective. Builds trusted partnerships with executives and Board members. Exercises sound judgment and business acumen. Drives accountability, operational excellence, and continuous improvement. Leads with integrity and commitment to strong governance practices. Adopts a “Swiss army knife” mindset—flexible and adaptable to various roles. Physical Job Requirements The above statements describe the general nature and level of work performed by employees assigned to this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles, the employee is regularly required to be independently mobile, interact with a computer, and communicate with peers and co‑workers. Benefits & Compensation Salary range (U.S. excluding Puerto Rico): $167,000.00 – $285,000.00 USD; California, Seattle, Washington DC, Boston, and New York City: $186,000 – $315,000 USD. Eligible for a short‑term incentive (STI) and an annual long‑term incentive plan. Health, dental, vision insurance, Health Savings Account, Flexible Spending Account, life insurance, long‑term disability leave, dependent daycare spending account. 401(k) plan with company match, short‑term disability coverage, paid time off and holidays, Employee Stock Purchase Plan, Employee Assistance Program. Non‑qualified Retirement Plan Supplement and Capital Accumulation Plan for eligible employees. EEO Statement MiniMed is an equal opportunity employer. We provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, familial status, membership or activity in a local human rights commission, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state, or local law. MiniMed will provide reasonable accommodations for qualified individuals with disabilities. #J-18808-Ljbffr USA-Medtronic MiniMed, Inc 1017