Director, Executive Compensation – Orthopedics

Johnson & Johnson

. Set and lead the enterprise strategy, design, governance, and delivery of executive compensation programs .

Posted 10/5/2026full-timeUnited StatesLead💰 $150,000 - $300,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in executive compensation strategy, governance, and program delivery, with a strong focus on data-driven decision-making and compliance with regulatory standards. Proven ability to lead high-performing teams and build cross-functional partnerships in a global environment.

Highest-signal resume keywords

Executive Compensation StrategyGovernance and Risk ManagementData-Driven RecommendationsPeople LeadershipAnalytical and Problem-Solving Skills

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Executive Compensation DesignMarket BenchmarkingPay-for-Performance AnalysisCompensation Disclosure StrategyFinancial AcumenGovernance StandardsData SynthesisCompensation Program ArchitectureExecutive Lifecycle CompensationRegulatory Compliance

Soft Skills

Exceptional Communication SkillsJudgment and DiscretionAttention to DetailAbility to Operate Under PressureStakeholder Management

Certifications & Qualifications

Bachelor's DegreeMBA or Advanced Degree Preferred

Industry Keywords

Publicly Traded CompanyHealthcare ExperienceLife Sciences ExperienceCompensation and Benefits CommitteeProxy Advisor Engagement

About the role

Key responsibilities & impact

Set and lead the enterprise strategy, design, governance, and delivery of executive compensation programs
Own global executive compensation philosophy and program architecture covering base pay, annual incentive, long-term incentive, and executive benefits/perquisites
Advise the CEO, CHRO, CFO, senior leadership, and HR partners on executive pay decisions, governance, and risk
Lead materials and recommendations for senior leadership and the Compensation & Benefits Committee of the Board of Directors
Oversee executive market benchmarking, competitive intelligence, peer group design, and pay-for-performance analysis
Drive improvement and transformation of executive compensation processes, tools, and governance
Oversee executive lifecycle compensation decisions and administration, including reviews, promotions, offers, transitions, and separation arrangements
Own executive compensation disclosure strategy and delivery, including Compensation Discussion & Analysis, proxy statement compensation tables, and public filing analyses
Oversee proxy advisor engagement readiness and modeling for ISS and Glass Lewis
Monitor executive compensation regulation, disclosure requirements, accounting/tax implications, and shareholder voting trends
Set the executive compensation communications strategy
Partner with Legal, Finance/Accounting, Tax, Audit, Total Rewards, and the Compensation & Benefits Committee’s independent consultant
Build, lead, coach, and develop a high-performing executive compensation team

Requirements

What you’ll need

Bachelor’s degree required
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
Exceptional written and verbal communication skills
Ability to create executive-ready narratives and materials for leadership and Board audiences
Presence, judgment, and discretion when advising leaders and handling highly sensitive information
Ability to provide data-driven recommendations grounded in governance standards and risk awareness
Outstanding analytical, critical thinking, and problem-solving skills
Strong business, financial, and governance acumen
Ability to synthesize performance, market data, accounting/tax, and governance inputs
Strong attention to detail and quality standards
Ability to operate with pace, rigor, and sound judgment in high-visibility, time-sensitive situations
Ability to understand and communicate pay-for-performance outcomes, dilution/overhang considerations, and accounting impacts
Ability to lead multiple complex workstreams simultaneously
Ability to build cross-functional partnerships across HR, Legal, Finance, Tax, Accounting, and Audit
Ability to build credibility with senior leaders and navigate complex stakeholder environments
MBA or other advanced degree in HR, Business, Finance, Economics, or a related discipline preferred
Experience in a highly regulated, publicly traded global company preferred
Healthcare or life sciences experience preferred

Benefits

Comp & perks

Consolidated retirement plan (pension)
Savings plan (401(k))
Long-term incentive program
Vacation – 120 hours per calendar year
Sick time – 40 hours per calendar year; 48 hours for Colorado employees; 56 hours for Washington employees
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
Inclusive interview process and accommodation support