Director responsible for managing client engagements and leading consulting teams at ACA Group. Engaging in compliance program advising and staff development, aligning with firm's growth objectives.
About the role
- Director of Compensation Strategy at Medtronic overseeing incentive compensation and territory management across U.S. corporate teams. Leading initiatives to align compensation with business objectives.
Responsibilities
- Serve as the strategic leader responsible for designing, implementing, and governing incentive compensation programs and territory deployment models across U.S. field and corporate commissioned teams.
- Ensure that compensation strategies align with business objectives, drive performance excellence, and reinforce a culture of accountability and results.
- Oversee managing end-to-end compensation processes—from plan design and territory modeling to payout execution and performance analytics.
- Partner with executive and senior sales, marketing, HR, finance, and operations leaders to align compensation and territory strategies with business priorities.
- Serve as a trusted advisor to senior leadership, offering strategic guidance on incentive design, deployment, and optimization.
- Manage vendor relationships to ensure timely, accurate, and compliant execution of incentive plans.
- Design and deploy incentive compensation programs, contests, and performance measurement frameworks that drive sales growth and align with organizational goals.
- Establish governance models to ensure consistency, transparency, and compliance across all incentive programs.
- Lead quarterly and annual review cycles, including plan design, modeling, approvals, and communication.
- Translate business strategy into measurable compensation metrics and territory structures.
- Oversee territory design, segmentation, and realignment to optimize coverage, market potential, and equity.
- Collaborate with customer data operations teams to ensure accuracy and integrity of all territory and sales data inputs.
- Drive continuous improvement through data-driven analysis and feedback from field teams.
- Ensure the accuracy and validation of all incentive compensation data, reports, and payout calculations.
- Generate insights and performance analytics to inform executive decisions and optimize plan effectiveness.
- Coordinate system integration between incentive compensation platforms, CRM, and business intelligence tools.
- Maintain alignment with corporate governance, audit, and ethical standards.
- Benchmark internal practices against industry standards to identify and implement best-in-class solutions.
- Communicate effectively across all levels of the organization to ensure understanding and alignment of IC and territory processes.
Requirements
- Bachelor’s degree in Business Administration, Applied Economics, Computer Science, Information Technology, or a related field and 10+ years of progressive business experience and 7+ years of managerial experience
- Or, advanced degree and 8 years of experience with 7+ years of managerial experience
- 5+ years focused on incentive compensation strategy or deployment
- Proven experience in incentive plan design, modeling, and implementation at scale
- Strong analytical and problem-solving skills; advanced proficiency in Microsoft Excel and PowerPoint
- Excellent communication, presentation, and stakeholder management skills
- Experience in life sciences, medical devices, or technology industries preferred
- Strategic thinker with operational rigor and attention to detail
- Demonstrated success in influencing and leading cross-functional initiatives
- Comfortable navigating ambiguity and driving alignment in complex, fast-paced environments
- Passionate about leveraging data and technology to improve sales performance and engagement
Benefits
- Health, Dental and vision insurance
- Health Savings Account
- Healthcare Flexible Spending Account
- Life insurance
- Long-term disability leave
- Dependent daycare spending account
- Tuition assistance/reimbursement
- Simple Steps (global well-being program)
- Incentive plans
- 401(k) plan plus employer contribution and match
- Short-term disability
- Paid time off
- Paid holidays
- Employee Stock Purchase Plan
- Employee Assistance Program
- Non-qualified Retirement Plan Supplement (subject to IRS earning minimums)
- Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums)
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