Senior Director, Global Sales Incentive Compensation, Territory & Quota Design

We are the people who give possibilities purpose BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it’s no small feat. It takes the imagination and passion of all of us—from design and engineering to the manufacturing and marketing of our billions of MedTech products per year—to look at the impossible and find transformative solutions that turn dreams into possibilities. Job Description Director, Global Sales Incentive Compensation Sales Operations & Effectiveness • BD (Becton Dickinson) Reports to: VP, Global Sales Enablement • Location: Franklin Lakes, NJ (office-based) • Travel: Up to 25% • Job Group: 6 Position Summary BD is in the midst of a significant commercial transformation — one of the most ambitious in the company’s history. Across our 5,500-person global sales force, we are redefining how our sellers engage, compete, and win. At the center of that transformation is a new global sales methodology, a renewed investment in talent development, and a commitment to building the commercial infrastructure that top-tier MedTech sellers deserve. The Director, Global Sales Incentive Compensation is a foundational hire in this journey. Sitting within the Sales Operations & Effectiveness (SO&E) organization and reporting directly to the VP, Global Sales Enablement, this role serves as the global architect and governance leader for BD’s commercial incentive compensation ecosystem — establishing enterprise-wide standards, design principles, quota methodologies, and operating frameworks while partnering with Business Units and regional teams responsible for local execution. The ideal candidate will understand and lead incentive compensation strategy, process, governance, and tooling at global scale. This role will not directly administer all sales compensation programs globally. Rather, it will establish the enterprise standards, governance model, design principles, and decision frameworks that guide regional and Business Unit incentive compensation programs — ensuring an appropriate balance between global consistency and local market flexibility. If you’re ready to own that agenda, influence at the highest levels of a global MedTech company, and leave a lasting mark on how 5,500 sellers are motivated to win, this is that opportunity. Why This Role, Why Now BD is executing a multi-year commercial transformation with active investment into our commercial organization — you’ll be building the enterprise incentive compensation (IC) governance framework and operating model from the ground up, not inheriting a legacy system. You’ll be a named partner to Business Unit Presidents, Regional Commercial Leaders, Finance, and HR — with real influence, not just execution. You will work alongside a newly built Sales Enablement and Methodology team, with IC design directly reinforcing BD’s global sales methodology and field behaviors. BD competes with — and recruits from — the best in MedTech. If you’ve built your skills at a high-performing MedTech company and want more room to shape the agenda, you’ll find that opportunity here. Key Responsibilities Global IC Strategy & Plan Design Establish and govern the annual global IC planning and design process — defining metrics, pay mix, and performance thresholds aligned to BD’s commercial strategy and Business Unit priorities. Develop globally consistent IC design principles (pay for performance, simplicity, transparency, competitive positioning) with structured local flexibility for regional market dynamics, regulatory requirements, and portfolio complexity. Conduct financial modeling, scenario analyses, and sensitivity simulations to evaluate plan alternatives and project costs and outcomes prior to launch. Design and govern gamification programs and real-time leaderboard capabilities that create a competitive, engaging field dynamic. Benchmark IC practices and pay levels against leading MedTech and Life Sciences companies to ensure BD’s programs attract and retain world-class sales talent. Partner with Sales Enablement leadership to ensure IC plan design reinforces BD’s global sales methodology, rewarding the commercial behaviors that drive sustainable growth. Design and govern SPIFF programs and short-cycle incentive overlays that drive targeted commercial behaviors, new product launches, and strategic priority campaigns across Business Units and regions. Lead organizational harmonization of IC plans across Business Units and regions, reducing unnecessary fragmentation and driving toward globally consistent plan structures where appropriate. Quota Setting & Goal Allocation Define enterprise quota-setting methodologies and governance standards, partnering with regional teams and commercial leaders responsible for local quota deployment and territory-level execution. Establish and maintain globally consistent quota-setting frameworks and governance standards, ensuring transparency and fairness across territories, business units, and geographies while enabling regional teams to execute with appropriate local flexibility. Partner with Finance and Sales Leadership to model quota distributions and validate alignment between individual targets and overall revenue plans. Governance, Compliance & Policy Establish and maintain the global IC governance framework, including plan documentation, approval workflows, exception management processes, and policy standards. Partner with Legal, HR, and Compliance to ensure all IC programs adhere to applicable laws, regulations, and BD policies across all operating regions. Lead a disciplined IC governance cadence with senior cross-functional stakeholders, ensuring decisions are properly reviewed, documented, and communicated. Manage dispute resolution processes with consistency and equity in how exceptions and edge cases are adjudicated. Analytics, Reporting & Commercial Insights Build and maintain dashboards, scorecards, and KPIs that track IC plan effectiveness, performance against goals, payout distributions, and behavioral impact across the global sales force. Deliver regular IC performance insights and strategic recommendations to senior commercial leadership, translating complex data into clear narratives. Conduct retrospective analyses on plan design outcomes to identify opportunities to improve effectiveness, cost efficiency, and field motivation. Monitor for unintended plan behaviors or misaligned incentives and proactively recommend mid-cycle adjustments when needed. Leverage AI and advanced analytics to develop predictive models that forecast payout outcomes, identify performance trends, and deliver proactive insights to senior commercial stakeholders before issues emerge. Technology, Operations & Administration Define enterprise technology standards and governance for IC administration platforms (e.g., Varicent, Xactly, CaptivateIQ, or comparable systems), partnering with regional operations teams responsible for ongoing administration and support. Lead the evaluation, selection, and deployment of global IC technology solutions, partnering with IT, Finance, and regional operations to ensure successful implementation, data integrity, and consistent adoption across all markets. Own the global IC technology roadmap — assessing current-state gaps, building the business case for future investment, and partnering with Finance and senior leadership to plan and prioritize IC technology budget needs. Collaborate with IT, Data & Analytics, and Sales Operations to ensure accurate data pipelines, sales crediting logic, and reliable payout calculations across all regions. Drive automation and continuous process improvement in IC administration to reduce manual effort, accelerate cycle times, and eliminate errors. Integrate IC systems and principles into BD’s broader commercial technology ecosystem, including and field-facing enablement platforms. Stakeholder Partnership & Communication Act as the primary global subject matter expert on incentive compensation — a trusted advisor to Business Unit Presidents, Regional Commercial Leaders, HR Business Partners, and Finance partners across all regions. Drive alignment across BD’s Business Units and regions, gathering requirements, addressing local market needs, and ensuring consistent adoption of global IC standards. Lead the communication strategy for IC plans — designing clear, compelling field communications that ensure sellers understand how they earn, what behaviors are rewarded, and how to maximize their compensation. Manage change effectively across a highly matrixed global organization, leveraging strong influencing skills to drive adoption of new programs, methodologies, and technologies. Qualifications 8–10 years of progressive experience in incentive compensation, sales operations, or commercial operations, with at least 5 years in a dedicated IC role and 2+ years operating in a global or multi-regional capacity. Demonstrated expertise in IC plan design, quota-setting methodology, payout modeling, and compensation governance in a complex, multi-product sales environment. Experience supporting a sales force of 1,500+ individuals across multiple geographies and business lines. Demonstrated experience deploying or implementing a commercial IC administration platform (e.g., Varicent, Xactly, CaptivateIQ, SAP Commissions, or comparable) in a complex, multi-market environment — not just end-user familiarity. Strong analytical and financial modeling skills; advanced proficiency in Excel and BI tools such as Power BI or Tableau. Proven ability to influence and collaborate with senior stakeholders in a matrixed organization. Track record of driving change management and adoption of new programs or methodologies across large, dispersed sales organizations. Familiarity with and integrating IC data within a broader commercial ecosystem. Experience working cross-functionally with HR, Finance, Legal, and Compliance on IC governance. Strong executive communication skills — able to translate complex compensation mechanics into clear narratives for senior leadership and field teams. Industry background in Medical Technology, Life Sciences, Pharmaceutical, or a similarly regulated global commercial environment required. Education: Bachelor’s degree required; MBA or advanced degree in Business, Finance, Economics, or Analytics strongly preferred. Desired Skills & Experience Experience at a high-performing MedTech or Life Sciences company with a well-established commercial excellence function and rigorous IC practices. Exposure to IC transformation — redesigning legacy programs to modern, performance-driven structures in fast-changing commercial environments. Experience with gamification of sales compensation and digital leaderboard platforms. Familiarity with MedTech commercial analytics data sources (e.g., IQVIA, claims data, IDN analytics). Experience leveraging AI and advanced analytics to enhance IC modeling, payout forecasting, or field performance analysis. International experience or demonstrated cultural fluency driving programs across diverse global markets. President’s Club or equivalent recognition for exceptional sales operations or commercial performance. Experience presenting IC strategy and outcomes to C-suite audiences. Leadership Attributes Strategic thinker with the commercial acumen to connect IC design to business outcomes and revenue predictability. Builder’s mindset — energized by creating structure where little exists, moving with urgency and conviction in a transformational environment. High integrity, particularly in handling sensitive compensation data and adjudicating exceptions with fairness and consistency. Data-driven decision maker who combines analytical rigor with sound commercial judgment. Change agent — able to challenge the status quo and generate organizational conviction behind new approaches. Clear, concise communicator — equally effective in a senior leadership presentation and a one-on-one conversation with a field leader. High resilience and agility; thrives in a fast-paced, complex, globally distributed organization. Coachable and growth-oriented — this role is designed to evolve, and we are investing in the person who fills it. Why Join Us? To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of healthcare. At BD, you’ll discover a culture in which you can learn, grow and thrive. We believe that when people connect in person, we learn faster, collaborate more deeply, and build a stronger culture. Join us and enjoy a culture where face-to-face collaboration supports your learning, your progress, and your success. To learn more about BD visit . Becton, Dickinson, and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally protected characteristics. Required Skills Optional Skills . Primary Work Location USA NJ - Franklin Lakes Additional Locations Work Shift At BD, we reward, support and develop our associates through our comprehensive Total Rewards program. We are committed to attracting and retaining high quality talent by providing reward and recognition opportunities that promote a performance-based culture, as well as a competitive package of compensation and benefits programs. You can learn more on our career site under " Our Commitment to You ." Our salary or hourly rate ranges reward associates fairly and competitively. We regularly review these ranges and factors, such as location, contribute to the range displayed. Our pay is based on the role and the necessary skills and education to perform it successfully. The salary or hourly rate offered is determined by the role's specific requirements, including any applicable step rate pay system at the work location. Salary or hourly pay ranges are influenced by labor laws and Collective Bargaining Agreement (CBA) requirements applicable to the work location which may also affect the workplace arrangement of the role. Salary Range Information