Director, Executive Compensation

We anticipate the application window for this opening will close on - 15 Jun 2026 At MiniMed, you can begin a lifelong career of exploration and innovation, while helping make a difference in the lives of people living with diabetes around the globe. You’ll lead with purpose, breaking down barriers to innovation for a more connected, compassionate world. 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. This 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 role is based in Northridge, CA and follows a hybrid work model, with onsite presence varying based on meetings, collaboration needs, and team activities. 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. 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, and detailed functional and operational expertise. Typically has mastery level knowledge and skills within a specific technical or professional discipline with broad understanding of other areas within the job function. 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. “Swiss army knife” mindset Physical Job Requirements The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position. The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role. Benefits & Compensation MiniMed offers a competitive salary and flexible benefits package At MiniMed, we put people first. A commitment to our employees lives at the core of our values: We recognize their contributions. They share in the success they help create. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every stage of your career and life. Salary ranges for U.S (excl. PR) locations (USD): $167,000.00 - $285,000.00 For roles located in California, Seattle, WA, Washington DC, Boston, MA, and New York City, the salary range is $186,000 - $315,000 USD. Actual compensation may vary based on factors including experience, education, certifications, skills, market conditions, internal equity, and geographic location. Compensation and benefits information pertains solely to candidates hired within the United States (local market compensation and benefits will apply for others). This position is eligible for a short-term incentive called the Short Term Incentive (STI). This position is eligible for an annual long-term incentive plan. At MiniMed, we are committed to supporting the well‑being and financial security of our employees. Regular employees working 20 or more hours per week are eligible for a robust benefits package, including health, dental, and vision insurance, as well as access to a Health Savings Account, Healthcare Flexible Spending Account, life insurance, long-term disability leave, and a dependent daycare spending account. In addition, all regular employees enjoy incentive plans, a 401(k) plan with company match, short-term disability coverage, paid time off and holidays, participation in our Employee Stock Purchase Plan, and access to our Employee Assistance Program. Eligible employees may also benefit from our Non‑qualified Retirement Plan Supplement and Capital Accumulation Plan, subject to IRS minimum earnings requirements. Please note that “regular employees” refers to those who are not temporary staff, such as interns, and some benefits may not apply to employees in Puerto Rico. For further details about our comprehensive benefits, we encourage you to visit the link below. MiniMed Benefits Overview It is the policy of MiniMed to 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. In addition, MiniMed will provide reasonable accommodations for qualified individuals with disabilities. If you are applying to perform work for MiniMed in any position which will involve performing at least two (2) hours of work on average each week within the unincorporated areas of Los Angeles County, you can find here a list of all material job duties of the specific job position which MiniMed reasonably believes that criminal history may have a direct, adverse and negative relationship potentially resulting in the withdrawal of a conditional offer of employment. MiniMed will consider for employment qualified job applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. #J-18808-Ljbffr