Director, Executive Compensation - Orthopedics

Director, Exec Compensation Job Function: Human Resources Job Sub Function: Total Rewards Job Category: Professional Locations: Palm Beach Gardens, FL; Raritan, NJ; Raynham, MA; Warsaw, IN; West Chester, PA Purpose The Director, Executive Compensation 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 role 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. Key Responsibilities Own the global executive compensation philosophy and program architecture, 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. Qualifications / Requirements Bachelor’s degree required; advanced degrees strongly preferred. 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. Ability to 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. Preferred Requirements 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. Compensation Base pay range: $150,000.00 – $258,750.00 Benefits Vacation: 120 hours per calendar year Sick time: 40 hours per calendar year (48 hours for Colorado residents, 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 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 Additional Information Further details on company benefits are available at Equal Opportunity Statement Johnson & Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status or other characteristics protected by federal, state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act. Johnson & Johnson is committed to providing an interview process that is inclusive of applicants’ needs. If you are an individual with a disability and would like to request an accommodation, external applicants may contact us at and internal employees should contact AskGS to be directed to your accommodation resource. #J-18808-Ljbffr Dormont Manufacturing Co