Associate Director, Incentive Compensation Design & Analytics, Cardiovascular BU

Accountabilities:

• • Lead incentive compensation strategy: Own the design, implementation, and evaluation of incentive compensation plans and sales contests for an entire business unit, ensuring programs align with commercial strategy, organizational priorities, values, and desired sales behaviors.
  • Partner with senior leadership: Serve as the primary point of contact for senior commercial leaders on incentive compensation design, planning, and execution, providing strategic recommendations and guiding key decisions.
  • Drive cross-functional collaboration: Partner with sales and brand leadership as well as forecasting, analytics, field effectiveness, HR, finance, and other stakeholders to create effective and aligned incentive strategies.
  • Analyze plan effectiveness: Monitor incentive plan performance through data analysis, modeling, field feedback, health checks, and audits, identifying opportunities to improve effectiveness, efficiency, fairness, and business impact.
  • Oversee compensation operations: Coordinate and oversee delivery through an international operations team responsible for plan administration, contests, annual awards, payout calculations and validation, field inquiries, and incentive compensation reporting.
  • Improve processes and systems: Identify opportunities to strengthen incentive design, analytics, administration, and operational processes, and implement improvements in collaboration with relevant stakeholders.
  • Manage complex priorities: Coordinate activities across teams operating across different time zones, maintaining accuracy, responsiveness, and strong turnaround times.
  • Communicate insights and recommendations: Translate complex compensation analytics and business considerations into clear, concise recommendations for senior leaders and diverse stakeholder groups.

  Requirements:

  • Education and experience: Doctorate degree plus 3 years of hands-on experience designing, implementing, and managing incentive compensation plans; or Master’s degree plus 5 years; Bachelor’s degree plus 7 years; Associate’s degree plus 12 years; or high school diploma/GED plus 14 years of relevant experience.
  • Incentive compensation expertise: Strong knowledge of incentive compensation principles, practices, trends, and plan design, with the ability to apply them to sales-force dynamics and broader business strategy.
  • Strategic and analytical thinking: Excellent analytical, problem-solving, and decision-making skills, with demonstrated ability to use data, metrics, modeling, and performance insights to evaluate and improve compensation programs.
  • Commercial understanding: Ability to connect incentive compensation strategy with sales-force behavior, brand objectives, and broader commercial outcomes.
  • Leadership and influence: Strong executive presence and the ability to influence senior management, cross-functional teams, and external or international partners without relying solely on formal authority.
  • Communication: Exceptional written and verbal communication skills, with the ability to present complex information clearly, accurately, and succinctly to audiences with different levels of expertise.
  • Collaboration: Proven ability to build alignment across sales, brand, finance, HR, analytics, forecasting, field effectiveness, and operational teams.
  • Organization and execution: Highly organized and capable of working independently while managing multiple priorities and coordinating precise deliverables across geographically distributed teams.
  • Adaptability: Comfortable operating in a complex, fast-moving environment and balancing strategic priorities with detailed operational execution.

  Benefits:

  • Competitive base salary:$137,814.75–$186,455.25 USD annually, with actual compensation determined by relevant skills, experience, qualifications, and other factors.
  • Annual incentive opportunity: Eligibility for a discretionary annual bonus program based on applicable role and performance criteria.
  • Long-term incentives: Stock-based compensation opportunities for eligible employees.
  • Comprehensive healthcare: Medical, dental, and vision coverage, along with life and disability insurance and flexible spending accounts.
  • Retirement support: Retirement and savings programs with generous company contributions.
  • Paid time off: Award-winning time-off programs designed to support work-life balance and personal well-being.
  • Flexible work models: Remote work in the United States, with flexible work arrangements where applicable; this role has a strong preference for candidates able to work onsite in Thousand Oaks 2–3 days per week.
  • Career development: Opportunities for professional growth, learning, and career development within a collaborative, science-driven environment.
  • Inclusive workplace: Commitment to equal opportunity, accessibility, and an environment where diverse perspectives and backgrounds are valued.