Changing lives. Building Careers.
Joining us is a chance to do important work that creates change and shapes the future of healthcare. Thinking differently is what we do best. To us, change equals opportunity. Every day, our colleagues are challenging what’s possible and making headway to innovate new treatment pathways to advance patient outcomes and set new standards of care.
We are seeking an experienced, strategic, and results-driven Director Executive Compensation that will lead the development, implementation, and management of executive compensation and benefits strategies across our global organization. As a key member of the HR Total Rewards and Services leadership team, this role will be instrumental in ensuring our executive Total Rewards programs align with the company’s strategic objectives, drive engagement, and attract and retain top talent. The role reports to the VP Total Rewards and HR Services and will partner with senior leadership, including CHRO, the executive team, Compensation Committee chair of the Board of Directors, finance, legal, and other key stakeholders, to ensure competitive, equitable, and performance-driven compensation packages for executives.
The ideal candidate will have a proven track record of leading a comprehensive Executive Total Rewards strategy for a publicly traded, global organization, ensuring that all total rewards programs are cost-effective, competitive, and supportive of the company’s global expansion and people & culture strategy. Experience with mergers & acquisitions (M&A) is a key component of this role, as you will lead integrating Total Rewards strategies across newly acquired entities while maintaining a cohesive global approach. This role is based in Princeton New Jesey and may require global travel, as needed
Responsibilities include:
Total Rewards Strategy and Execution:
- Lead the development, execution, and continuous improvement of executive compensation programs, including base salary, annual bonuses, long-term incentives, equity-based awards, recognition programs, health and welfare benefits, retirement plans, and perquisites, to align executive compensation with the company’s long-term goals, industry best practices, and shareholder value.
- Drive the modernization and enhancement of the company’s executive Total Rewards offerings in collaboration with third party partners, as appropriate.
- Ensure executive compensation programs are compliant with all relevant regulatory requirements (e.g., SEC disclosure rules, IRS regulations, and corporate governance best practices). Maintain strong knowledge of the evolving legal and tax environment
- Project Manage the overall annual proxy process, working collaboratively with internal stakeholders and with outside governing bodies.
- Oversee the administration of executive compensation programs, ensuring alignment with the company’s strategic goals, shareholder interests, and best practices.
- Ensure quality delivery of Executive Benefits strategy and develop multi-year roadmap to ensure competitive, value-added programs to attract and retain top talent
- Implement compensation, benefits, equity, and executive compensation programs that are competitive, market-informed, and cost-effective.
- Perform benchmarking and market analysis to ensure competitive compensation practices that attract, retain, and motivate top executive talent. Leverage external market data and internal trends to refine compensation strategy.
- Use market data to support attracting and hiring new executives. Provide guidance to candidates and new hires during the onboarding process.
- Provide robust people analytics in partnership with key business partners, HR functions, and Finance.
- Ensure Executive Total Rewards programs are equitable, diverse, inclusive, and compliant with all legal and regulatory requirements, across all geographies.
- Provide guidance and support for executive compensation-related queries from executives and HR business partners.
Executive Compensation & Compensation Committee Liaison:
- Support the preparation of materials for the Compensation Committee of the Board of Directors, including program proposals, competitive analysis, trends and program updates.
- Lead annual shareholder proxy disclosures, CD&A, and162M reporting, in collaboration with legal and finance teams.
- Provide analyses, modeling, and summary materials on Pay for Performance, Say on Pay, and 162M reporting.
- Work with internal and external partners, including legal, finance, and governance, to ensure proper governance and compliance in executive compensation matters.
Mergers & Acquisitions (M&A) Integration:
- Lead HR due diligence for mergers, acquisitions, joint ventures, and other corporate transactions including divestitures, ensuring a thorough analysis and alignment of compensation, benefits, and equity programs with the overall business strategy.
- Collect, analyze, and interpret compensation and HR data during the due diligence process to ensure informed decision-making and effective integration.
- Identify and assess potential risks and manage risks associated with compensation structures, executive compensation, benefits, and HR policies during M&A.
- Work closely with the HR function, including. HR business partners, legal, finance, and business leaders to seamlessly integrate post-transaction plans, particularly in relation to executive compensation alignment, retention strategies, and harmonizing HR policies.
Global Equity and Incentive Programs:
- Lead the design and administration of the company’s global equity-based and incentive compensation programs, ensuring alignment with business objectives and employee retention goals.
- Collaborate with legal and finance teams to ensure effective governance, compliance, and reporting of equity programs.
- Collaborate with executive compensation partners to ensure program competitiveness in attracting and retaining executives.
Budgeting and Cost Management:
- Track Total Rewards budgets, ensuring appropriate cost control and fiscal responsibility
- Work with the finance team to develop compensation and benefits cost projections, modeling scenarios, and assessing the impact of various programs on the organization’s financial performance.
Stakeholder Collaboration and Communication:
- Partner with senior leadership and other key stakeholders including legal, finance, HR, and business leaders to clearly communicate executive compensation strategy, philosophy, and decisions to both internal and external audiences
- Lead regular communication efforts regarding compensation, benefits, and equity programs to ensure transparency and clarity across the organization.
Compliance and Regulatory Oversight:
- Oversee compliance with all federal, state, and international compensation and benefits laws and regulations, ensuring that all programs are administered in accordance with local and global standards.
- Stay informed about market trends, regulatory changes, and best practices to ensure that the company’s Total Rewards offerings remain competitive and compliant.
QUALIFICATIONS:
Education & Experience:
- Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field; Master’s degree is strongly preferred.
- 12-15 years of experience in Total Rewards, with at least 5 years in Executive Compensation in a publicly traded organization and 2 years preparing annual proxy and SEC reporting required
- Significant experience in M&A-related Total Rewards work, including due diligence, integration, and post-merger alignment of compensation and benefits programs.
- Experience in designing, implementing, and managing Total Rewards programs at a global level, with a deep understanding of compensation structures, equity compensation, benefits offerings, and related regulatory requirements.
- Professional certifications such as CCP, CEBS, or GRP are a plus.
Skills & Competencies:
- Expertise in executive compensation design, including performance-based incentives and long-term equity awards.
- Deep knowledge of global compensation and benefits practices, including experience with international markets and labor laws.
- Strong financial and analytical acumen, with the ability to assess the impact of Total Rewards strategies on the organization’s financial performance and competitiveness.
- Demonstrated ability to work in a complex, fast-paced environment.
- Strong problem-solving skills, with the ability to balance the needs of the business, employees, and shareholders.
- Excellent communication and presentation skills, with the ability to convey complex compensation and benefits data to senior leadership, the Board, and other stakeholders.
- Ability to build strong relationships across the organization and influence decision-making at all levels. Demonstrated story-telling skills based on insights and analytics.
- Strategic thinker with a global perspective.
- Results-driven, with a focus on delivering measurable outcomes.
- Proactive and innovative in Total Rewards, with a focus on continuous improvement.
- High level of integrity and the ability to handle sensitive and confidential information.
- Collaborative, team-oriented leadership style.
- Fully fluent English mandatory – another language is a plus.
SUPERVISION RECEIVED
Under direct supervision of the VP Total Rewards and HR Services
SUPERVISION EXERCISED
Matrix engagement across the whole Total Rewards team and HR Function, building synergies, credibility, and partnerships.
Additional details:
This role is hybrid between Princeton, NJ and remote. Office days are Tuesday, Wednesday and Thursday
Integra LifeSciences is an equal opportunity employer, and is committed to providing equal employment opportunities to all qualified applicants and employees regardless of race, marital status, color, religion, sex, age, national origin, sexual orientation, physical or mental disability, or protected veteran status.
This site is governed solely by applicable U.S. laws and governmental regulations. If you'd like more information on your rights under the law, please see the following notices:
Integra LifeSciences is committed to provide qualified applicants and employees who are disabled veterans or individuals with disabilities with needed reasonable accommodations in accordance with the
This site is governed solely by applicable U.S. laws and governmental regulations. If you'd like more information on your rights under the law, please see the following notices:
EEO Is the Law
| EOE including Disability/Protected Veterans
Integra LifeSciences is committed to provide qualified applicants and employees who are disabled veterans or individuals with disabilities with needed reasonable accommodations in accordance with the
ADA
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