Senior Manager, Incentive Compensation – Trauma Business Unit

Johnson & Johnson

Senior Manager leading Incentive Compensation for Trauma Business Unit. Collaborating with teams to design and deliver incentive programs that drive performance and engagement.

Posted 5/29/2026full-timeWest Chester • Massachusetts, Pennsylvania • 🇺🇸 United StatesSenior💰 $122,000 - $212,750 per yearWebsite

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Hard Skills

incentive compensationperformance measurementcompensation designfinancial modelingstatistical modelingpredictive modelingbudgetingforecastingadvanced analyticsquota setting

Soft Skills

leadershipinfluenceanalytical mindsetcollaborationcommunicationchange managementteam developmentcross-functional initiative managementproblem-solvingstrategic thinking

Tools & Technologies

data management toolsAI toolsetsanalytics systemsperformance tracking toolsfinancial management systemsbenchmarking toolsGTM modelsreporting toolscompensation communication platformstraining systems

Industry Keywords

Healthcaremedical devicetotal rewardscommercial financematrixed organizationsbusiness planningfield rewardsmarket trend analysisbusiness insightsfield experience

Tech Stack

Tools & technologies

About the role

Key responsibilities & impact

Serve as a trusted advisor and subject-matter expert to business and functional leaders on incentive strategy, performance measurement, and compensation design.
Ensure all elements of field rewards are clearly linked to business priorities, growth objectives, and go-to-market strategy, within established C&E governance frameworks.
Maintain external perspective through benchmarking and market trend analysis to ensure programs remain competitive and forward-looking.
Lead the full incentive compensation lifecycle for the Trauma Business Unit, including:
Annual and long-range business planning and goal setting
Field alignment to the Business Plan through disciplined quota and goal-setting processes
Incentive plan design, scenario modeling, and financial impact analysis
Budgeting, forecasting, and ongoing financial management
Go-to-market (GTM) model support for both direct and indirect selling teams
Own ongoing performance tracking, reporting, and advanced analytics to evaluate effectiveness and inform continuous improvement.
Independently lead complex, cross-functional initiatives spanning commercial, finance, HR, and technology partners.
Partner with field leadership to optimize program ROI, simplify execution, and improve field experience.
Lead compensation-related change management efforts, ensuring clarity, adoption, and sustained impact.
Directly manage and develop a team of analysts, fostering a high-performance, growth-oriented culture.
Collaborate across the broader C&E organization and Johnson & Johnson MedTech network to share best practices and drive consistency where appropriate.
Own compensation communications and field training, translating complex concepts into clear, actionable insights.
Guide the development and enhancement of advanced tools, systems, and analytics to improve incentive program execution, transparency, and scalability.
May take on enterprise-level C&E initiatives beyond the Trauma Business Unit, contributing to broader organizational impact.

Requirements

What you’ll need

Bachelor’s degree
Proven experience leading teams and developing talent
Strong ability to influence across functions and senior leadership levels
Analytical mindset with the ability to translate data into business insights
Experience in financial, statistical, and/or predictive modeling using latest data management and AI toolsets
Experience in one or more of the following: Healthcare or medical device field sales support
Incentive compensation or total rewards
Commercial finance, analytics, or strategy
Experience operating in complex, matrixed organizations

Benefits

Comp & perks

Subject to the terms of their respective plans, employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)).
This position is eligible to participate in the Company’s long-term incentive program.
Subject to the terms of their respective policies and date of hire, employees are eligible for the following time off benefits:
Vacation – 120 hours per calendar year
Sick time - 40 hours per calendar year; for employees who reside in the State of Colorado – 48 hours per calendar year; for employees who reside in the State of Washington – 56 hours per calendar year
Holiday pay, including Floating Holidays – 13 days per calendar year
Work, Personal and Family Time - up to 40 hours per calendar year
Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child
Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year
Caregiver Leave – 80 hours in a 52-week rolling period
Volunteer Leave – 32 hours per calendar year
Military Spouse Time-Off – 80 hours per calendar year