Director, Executive Compensation - Orthopedics

Job description

At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at jnj.com As guided by Our Credo, Johnson & Johnson is responsible to our employees who work with us throughout the world. We provide an inclusive work environment where each person is considered as an individual. At Johnson & Johnson, we respect the diversity and dignity of our employees and recognize their merit. Job Function: Human Resources Job Sub Function: Total Rewards Job Category: Professional All Job Posting Locations: Palm Beach Gardens, Florida, United States of America, Raritan, New Jersey, United States of America, Raynham, Massachusetts, United States of America, Warsaw, Indiana, United States of America, West Chester, Pennsylvania, United States of America Job Description: We are searching for the best talent for Director, Exec Compensation to be located in Raynham, MA, Raritan, NJ, West Chester, PA, Palm Beach Gardens, FL or Warsaw, IN United States. Johnson & Johnson announced plans to separate our Orthopaedics business to establish a standalone orthopaedics' company, operating as DePuy Synthes. The process of the planned separation is anticipated to be completed within 18 to 24 months, subject to legal requirements, including consultation with works councils and other employee representative bodies, as may be required, regulatory approvals and other customary conditions and approvals. Should you accept this position, it is anticipated that, following conclusion of the transaction, you would be an employee of DePuy Synthes and your employment would be governed by DePuy Synthes employment processes, programs, policies, and benefit plans. In that case, details of any planned changes would be provided to you by DePuy Synthes at an appropriate time and subject to any necessary consultation processes. About DePuy Synthes DePuy Synthes is a global leader in Orthopaedics, advancing patient care through innovative solutions across joint reconstruction, trauma, spine, sports medicine, and related surgical technologies. As DePuy Synthes separates from Johnson & Johnson to become the world’s largest, most comprehensive Orthopaedics-focused company, the organization is entering a defining chapter—establishing its own corporate identity, voice, culture, and reputation while continuing to serve patients, customers, and healthcare systems around the world. Purpose: The Director, Exec, 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. Reporting to the Head of Head of Talent, Inclusion, and Total Rewards, this 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. The role owns executive compensation policy and operating rhythms globally, including oversight of required regulatory filings and disclosures and continuous monitoring of evolving market and regulatory trends. Key Responsibilities: Own the global executive compensation philosophy and program architecture (base, annual incentive, long-term incentive, and executive benefits/perquisites), 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 degree 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. 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, an