Director, Cardiology Compensation and Quota

Additional Location(s): US-MN-Maple Grove

Diversity - Innovation - Caring - Global Collaboration - Winning Spirit - High Performance

At Boston Scientific, we’ll give you the opportunity to harness all that’s within you by working in teams of diverse and high-performing employees, tackling some of the most important health industry challenges. With access to the latest tools, information and training, we’ll help you in advancing your skills and career. Here, you’ll be supported in progressing – whatever your ambitions.

Boston Scientific was recognized as a Glassdoor Best Place to Work in 2026, ranking No. 15 on the Top 100 list, reflecting the culture our employees experience every day.

About the role:

The Director, Cardiology Compensation and Quota, is a strategic and operational leader responsible for establishing performance expectations and rewarding results across Boston Scientific's Cardiology business. Reporting to the vice president of Cardiology Sales Strategy, this role leads the Compensation and Quota Center of Excellence, overseeing variable compensation design and execution, quota strategy, territory planning, workforce planning and compensation analytics.

Serving as the central point of accountability for compensation and quota across Cardiology divisions, this leader drives consistent, competitive and compliant compensation practices while supporting business-specific needs. Through strong governance, operational excellence and strategic partnerships, this role strengthens field confidence, improves efficiency and ensures compensation strategies support commercial growth and talent retention.

Work model, sponsorship, relocation:

At Boston Scientific, we value collaboration and synergy. This role follows a hybrid work model requiring employees to be in one of our local Minnesota offices at least three days per week. Boston Scientific will not offer sponsorship or take over sponsorship of an employment visa for this position at this time.

Your responsibilities will include:

Compensation and quota strategy

• Lead Cardiology's variable compensation and quota strategy, aligning incentive plans and performance expectations with commercial priorities, the Annual Operating Plan (AOP) and financial objectives.
• Lead end-to-end compensation and quota accountability, from strategy and plan design through implementation, payment accuracy and ongoing effectiveness evaluation.
• Oversee variable incentive compensation (VIC) plan design, including pay mix, performance measures, payout curves, accelerators, thresholds, commissions, bonuses and special incentive programs.

Quota strategy, territory design and workforce planning

• Establish quota-setting methodologies and allocation models, leveraging market analysis and performance data to develop fair, achievable and defensible territory goals.
• Oversee territory design, sales alignment and workforce planning to ensure headcount, sales coverage and organizational structures support market opportunities and business priorities.

Governance, controls and compliance

• Establish compensation and quota governance frameworks, including methodology integrity, decision rights, approval authorities, financial controls and clear accountability across Sales, Finance, Human Resources (HR) and Legal.
• Lead compensation plan change control and exception management, including crediting disputes, quota adjustments and off-cycle changes, ensuring consistent and documented decisions.
• Maintain oversight of compensation calculations, payments and financial controls while ensuring compliance with company policies, applicable laws and audit requirements.

Plan execution and field communication

• Oversee accurate and timely compensation plan implementation, including plan configuration, quota loading, payment administration and employee eligibility changes.
• Oversee employee compensation agreements, including plan documentation, guarantees, draws and transition arrangements, in partnership with HR and Legal, ensuring clear communication and timely resolution of field inquiries.

Market competitiveness, analytics and technology

• Partner with Total Rewards and Talent Acquisition to benchmark compensation against external market data, maintain internal equity and develop strategies to attract and retain commercial talent.
• Lead compensation analytics, financial modeling and forecasting to evaluate incentive effectiveness, payout trends, quota attainment and cost of sales.
• Partner with Information Technology (IT) and Sales Operations to strengthen compensation systems, improve data integrity and drive process improvements through standardization, automation and responsible use of artificial intelligence (AI).

Enterprise partnership and people leadership

• Serve as a strategic advisor to senior commercial leadership, driving consistent compensation methodologies and processes across divisions while accommodating business-specific needs.
• Lead, coach and develop people leaders and functional specialists, strengthening organizational capabilities, succession planning and team performance.
• Guide organizational change and process harmonization while fostering an inclusive, high-performing culture grounded in accountability, collaboration and continuous improvement.

Required qualifications:

• Minimum of a bachelor's degree preferably in finance, business, economics or related field.
• Minimum of 10 years' experience in sales compensation, quota setting, sales operations, finance or total rewards within a complex commercial organization.
• Experience leading people managers and teams across compensation, quota or related commercial functions.
• Experience designing and implementing variable incentive compensation plans, sales compensation methodologies, quota-setting strategies and territory planning.
• Experience managing compensation governance, financial controls, plan administration and compliance processes, including financial modeling, compensation analytics and incentive compensation management systems.

Preferred qualifications:

• Master of Business Administration (MBA) or another advanced degree.
• Experience in the medical device, cardiovascular or health care industry.
• Strategic and enterprise-focused mindset with the ability to align compensation and quota strategies with broader business priorities.
• Executive communication, relationship-building and influencing skills, with the ability to collaborate across functions and drive organizational alignment.
• Sound judgment in balancing compensation competitiveness, internal equity, financial considerations and governance requirements.
• Strong commitment to maintaining consistent, fair and transparent compensation and quota methodologies.
• Change leadership capabilities with a focus on operational excellence, process standardization and organizational transformation.
• Commitment to talent development, coaching and building inclusive, high-performing teams.
• Interest in emerging technologies, including AI, with the ability to identify opportunities to improve processes, efficiency and business outcomes.

Requisition ID: 637171

Minimum Salary: $155000

Maximum Salary: $294500

The anticipated compensation listed above and the value of core and optional employee benefits offered by Boston Scientific (BSC) – see www.bscbenefitsconnect.com—will vary based on actual location of the position and other pertinent factors considered in determining actual compensation for the role. Compensation will be commensurate with demonstrable level of experience and training, pertinent education including licensure and certifications, among other relevant business or organizational needs. At BSC, it is not typical for an individual to be hired near the bottom or top of the anticipated salary range listed above.

Compensation for non-exempt (hourly), non-sales roles may also include variable compensation from time to time (e.g., any overtime and shift differential) and annual bonus target (subject to plan eligibility and other requirements).

Compensation for exempt, non-sales roles may also include variable compensation, i.e., annual bonus target and long-term incentives (subject to plan eligibility and other requirements).

For MA positions: It is unlawful to require or administer a lie detector test for employment. Violators are subject to criminal penalties and civil liability.

Boston Scientific transforms lives through innovative medical technologies that improve the health of patients around the world. As a global medical technology leader for more than 45 years, we advance science for life by providing a broad range of high-performance solutions that address unmet patient needs and reduce the cost of healthcare. Our portfolio of devices and therapies helps physicians diagnose and treat complex cardiovascular, respiratory, digestive, oncological, neurological and urological diseases and conditions. Learn more at www.bostonscientific.com and follow us on LinkedIn.

Boston Scientific Corporation has been and will continue to be an equal opportunity employer. To ensure full implementation of its equal employment policy, the Company will continue to take steps to assure that recruitment, hiring, assignment, promotion, compensation, and all other personnel decisions are made and administered without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, gender expression, veteran status, age, mental or physical disability, genetic information or any other protected class.

Please be advised that certain US based positions, including without limitation field sales and service positions that call on hospitals and/or health care centers, require acceptable proof of COVID-19 vaccination status. Candidates will be notified during the interview and selection process if the role(s) for which they have applied require proof of vaccination as a condition of employment. Boston Scientific continues to evaluate its policies and protocols regarding the COVID-19 vaccine and will comply with all applicable state and federal law and healthcare credentialing requirements. As employees of the Company, you will be expected to meet the ongoing requirements for your roles, including any new requirements, should the Company’s policies or protocols change with regard to COVID-19 vaccination.