Director, Executive Compensation

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.

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.
• Cook up 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.

Requirements

• 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.
• 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.

Qualifications

• 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.
• Advanced degree (MBA, Master’s, or equivalent) and 8+ years of relevant experience and 7+ years of leadership experience, including significant executive compensation experience in a public company environment.
• Broad management and leadership knowledge to lead multiple job areas, and detailed functional and operational expertise.
• 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.

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.
• Lets go of control and empowers others to act.
• Leads with integrity and commitment to strong governance practices.
• “Swiss army knife” mindset.