Senior Director, Executive Compensation (Remote/Flexible) at Insulet in Acton, Massachusetts

Job Description:

Insulet started in 2000 with an idea and a mission to enable our customers to enjoy simplicity, freedom and healthier lives through the use of our Omnipod® product platform. In the last two decades we have improved the lives of hundreds of thousands of patients by using innovative technology that is wearable, waterproof, and lifestyle accommodating.

We are looking for highly motivated, performance driven individuals to be a part of our expanding team. We do this by hiring amazing people guided by shared values who exceed customer expectations. Our continued success depends on it!

Job Title: Senior Director, Executive Compensation

Department: 8530 G&A - Total Rewards

FLSA Status: Exempt

Position Overview:

The global Total Rewards COE is seeking a leader with extensive knowledge and experience in leading Executive and Equity Compensation strategy and operational delivery. The Senior Director, Executive Compensation reports to the Vice President - Total Rewards, and is a critical member of the Global Total Rewards Leadership team. The role is accountable for overseeing, designing, and developing how we manage and deliver Executive and Equity Compensation in support of Insulet's global growth and strategic business interests, ensuring governance and compliance across all countries, and for the preparation of materials for the Talent & Compensation Committee of the Board of Directors.

Responsibilities:

Executive Compensation:

• Design and manage all strategic Executive Compensation programs (Annual Incentive Plan, Restricted Share Units, Performance Share Units and Stock Option plans) to support the delivery of strong business results and to attract, motivate and retain Insulet's executive population.

• Consults with various internal and external resources (including legal, corporate accounting and finance, payroll, tax, benefits, etc.) to ensure that all actions, plans and programs pertaining to executive compensation comply with internal corporate governance guidelines and external regulatory requirements.

• Ensures that all programs are aligned with Executive Compensation strategies and are market competitive. Analyzes effectiveness of programs; developing future program recommendations based on impact, cost and ROI modeling.

• Design and manage Insulet's Deferred Compensation Plan.

• Develop materials for presentations to the CEO, CHRO, Executive Leadership Team and the Insulet Talent & Compensation Committee ('T&CC').

• Partner with the Board's Independent Compensation Consultant on T&CC materials and process.

• Lead the Proxy submission annual process, collaborating with internal and external stakeholders.

Equity Compensation:

• Oversees the annual equity planning process (global guidelines, budgets, collateral materials for managers, global legal/regulatory compliance, CEO approval process, participant communications).

• Oversees new award delivery, tracking and vesting, including administration of on-line award acceptance, in close collaboration with Fidelity.

• Develops and manages Equity communications. Ensures that employee communications provide clear messaging and explanations that support strong perceived value of equity programs to HR, Executive Leadership and Plan Participants. Design and manage Insulet's Employee Stock Purchase Program and its continued roll-out as we expand into new markets.

• Develops strong working relationships with internal and external resources (including legal, corporate accounting and finance, payroll, tax, benefits, etc.) to ensure that all actions, plans and programs pertaining to executive compensation comply with internal corporate governance guidelines and external regulatory requirements.

Collaboration:

• Partner with HRBPs, Business Leaders, and Executives to understand their strategic priorities and business objectives; leverage this insight to develop and transform Executive Compensation programs to support our overall business objectives.

• Partner closely with the Legal team, to ensure governance and compliance on all topics.

• Partner closely with the Finance and Tax teams on the financial management of all executive compensation activity.

• Collaborate with HR Technology team on technology strategy, improvements, and enhancements to data integrity and Total Reward systems and tools, with respect to Executive Compensation topics.

Innovation and Improvement:

• Review current Executive Compensation processes and procedures to find opportunities for process improvements and implement solutions to drive efficiency as well as enhance executives' total rewards experience.

• Identify automation enhancements to systems (including Workday), programs and tools to ensure data integrity and to further develop scalability.

Policy, Process and Controls Development:

• Ensure appropriate Policies, Guidelines, Processes and RACIs are in place across all Executive Compensation topics.

• Monitor external market, shareholder activists and institutional investors for developments on governance and regulatory trends that impact design and disclosure rules on Executive Compensation plans.

Team Leadership and Development:

• Lead, coach, mentor, motivate, and develop compensation professionals to ensure operational and project objectives are achieved, and succession planning is in place.

Vendor Management:

• Manage vendor relationships globally.

• Build and manage governance for vendors and monitor metrics on performance and effectiveness.

Projects:

• Support other projects / initiatives as needed.

Required Leadership/Interpersonal Skills & Behaviors

• Relationship Building and Influencing: Demonstrated ability to build executive level relationships by establishing mutual respect, credibility, and trust, while also able to relate to employees at all organizational levels. Strong influencing skills combining high-level human capital knowledge with deep organizational understanding. Influences through expertise, data, respect, integrity, and persuasion.

• Results Oriented: Energetic, resourceful, with strong service orientation and positive can-do attitude. Fully committed to the job and to deliver outstanding work. Never satisfied with status-quo, continually striving for excellence. Enjoys working hands-on.

• Agility: Role model agile and adaptive mindset. Quick study, able to handle complex matters, with multiple initiatives going on simultaneously. Able to deal effectively with strategic issues, as well as tactical operational details. Able to quickly pivot and re-prioritize in a fast paced, rapidly changing environment. The ability to manage in a highly complex and often ambiguous environment.

• Values and Leadership: Demonstrates alignment to Insulet's mission. Highly ethical and can be trusted to do only the right thing for the employees, shareholders, and others. Follows a balanced approach without compromising integrity.

• Change Agent: Ability to formulate and implement change management plans. Knowledgeable about when and how to introduce change, in such a way that it is broadly accepted and institutionalized. Comfortable designing for the future, while managing day-to-day delivery. Able to anticipate risks and propose practical plans to mitigate them. Appreciates the Total Reward function's impact and how Executive Compensation and Rewards are an integral part of the company's business strategy.

• Data driven mindset: Ability to identify trends and extrapolate insights from complex organizational data using this information to make informed decisions and recommendations to leadership.

• Communication: Excellent verbal and written communication skills. Operates and communicates in a transparent fashion. Perceptive and intuitive nature with ability to translate observations into feedback and coaching. Must be adept at storytelling and leveraging PowerPoint and data to do so.

• Execution and Decision Making: Outcome orientated and able to act decisively and deliver. Ability to leverage strong judgment to make effective and balanced decisions. Comfortable with analyzing data for the use in decision making and to inform actions.

Required Skills and Competencies

• Highly experienced leader with a track record of success in managing global executive compensation.

• Strong expertise in regulations and local cultural considerations and practice that apply to equity programs and executive compensation around the globe.

• Strong program and vendor performance management, cost benefit analysis and budget management experience.

• Demonstrated business, legal, financial, tax and HR acumen with excellent project management capability, deep analytical ability, and creative problem-solving skills.

• Ability to use data insights and metrics to create rationale for recommendations.

• Track record in managing and developing an empowered and successful team, through coaching and mentoring.

• Advanced proficiency in Microsoft Excel and other Office products and HR applications (Workday experience preferred)

Education and Experience

• Bachelor's degree or equivalent

• 12+ years of experience in Human Resources with at least 8+ plus years of progressive global executive compensation / equity program management and experience in designing and implementing Executive Compensation plans, dealing with US Securities and Exchange Commission (SEC) disclosure rules, familiarity with the different accounting implications for equity awards and first-hand experience in running the Compensation Committee of a US Board.

• Ideally will have experience in a hyper-growth global technology or MedTech company.

Additional Information

• The position can be remote, hybrid or in-person at our Acton Headquarters.

• May require up to 10% domestic and international travel.

NOTE: This position is eligible for 100% remote working arrangements (may work from home/virtually 100%; may also work hybrid on-site/virtual as desired). #LI-Remote

Additional Information:
The US base salary range for this full-time position is $199,600.00 - $299,800.00. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position in the primary work location in the US. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your Talent Acquisition Specialist can share more about the specific salary range for your preferred location during the hiring process. Please note that the compensation details listed in US role postings reflect the base salary only, and do not include bonus, equity, or benefits.

At Insulet Corporation all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

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