Director, Executive Compensation Orthopedics

We are searching for the best talent for Director Exec Compensationtobe located inRaynham MA Raritan NJ West Chester PA Palm Beach GardensFLor Warsaw IN United States.

Johnson & Johnson announced plans to separate ourOrthopaedicsbusiness toestablisha standaloneorthopaedicscompanyoperatingas DePuy Synthes. The process of the planned separation isanticipatedto be completed within 18 to24 months subject to legal requirements including consultation with works councils and other employee representative bodies as may be regulatory approvals and other customary conditions and approvals. Should you accept this position it isanticipatedthat followingconclusion of the transaction you would be an employee of DePuySynthesand your employment would be governed by DePuy Synthes employment processes programs policies and benefit that case details of any planned changes would be provided to you by DePuy Synthes atan appropriate timeand subject to any necessary consultation processes.

About DePuy Synthes

DePuy Synthes is a global leader inOrthopaedics 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 worlds largest most comprehensiveOrthopaedics-focused company the organization is entering a defining chapterestablishingits own corporate identity voice culture and reputation while continuing to serve patients customers and healthcare systems around the world.

Purpose: The Director Exec Compensationis responsible forsetting 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 cyclesspecial 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 withpolicy 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 Committees 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:

• Bachelors degree; advanceddegreestrongly 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 ofpeopleleadership 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 handlinghighly sensitiveinformation.

• 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 ora relateddiscipline.

• Experience in a highly regulated publicly traded global company; healthcare or life sciences experience preferred.

Johnson & Johnsonisan 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 federalstateor local law. We actively seek qualified candidates who areprotectedveterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act.

Johnson & Johnsoniscommitted to providing an interview process that is inclusive of our applicants needs. If you are an individual with a disability and would like to requestan accommodation external applicants please contact us via internal employees contactAskGSto be directed to your accommodation resource.

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