Associate Director, Compensation
Description
Associate Director, Compensation
This is a great opportunity to join a successful and fast-growing Biopharma company focused on developing innovative new therapies in the oncology/I-O space. This is an exciting time within the organization as they are in the midst of a transformation phase, and continuing to build out a dynamic, high-caliber Compensation function is a priority. In this role, you will report directly to an excellent Head of Compensation (with whom we have a longstanding relationship) and serve as a strategic consultative expert on all matters of broad-based compensation and partner with senior leadership on enterprise-wide initiatives. You would be joining this company at the perfect time (i.e. high-growth/building mode, multiple anticipated drug launches, etc) and be part of this exciting new chapter in the company’s growth.
DESIRED EXPERIENCE:
- Bachelor’s degree is required. Advanced degree in an HR-related or business discipline is preferred.
- 8-10+ years of relevant experience within a Compensation department within a pharmaceutical/biotech company or related industry. HR experience is strongly preferred.
- Understanding of best practice compensation programs and processes.
- Ability to easily communicate complex compensation-related decisions.
- Experience supporting compensation for an R&D or Commercial Business Unit is a plus.
Features
- High-Growth Biopharma: Being a mid-sized company, our client operates leaner than in Big Pharma, which will lend itself to more visibility/exposure and a greater chance to truly impact.
- Unique Opportunity: This is an exciting opportunity where you will play an important role in helping to shape this new chapter in the company’s evolution.
- Enjoy the Best of Both Worlds: Join a successful and financially stable company, while also getting all the pluses of working for a fast-growing organization that operates more like a smaller biotech (high impact, autonomy, swifter decision-making, collaboration/camaraderie).
- Ability to Impact: This is an important role within the organization which truly represents the company’s commitment to transforming HR and creating more efficient processes for the continued long-term success of the company.
- Top-Notch HR Leadership Team: You will report to an excellent Head of Compensation and work closely with a truly top-notch senior leadership team with an excellent reputation in the industry.
- Robust Oncology Pipeline & Multiple Upcoming Drug Launches: Leveraged by its technology and robust R&D pipeline (including multiple anticipated upcoming drug launches), this company is well-positioned for continued success and sustained long-term growth.
Responsibilities
- Partner effectively with HR Business Partners, Talent Acquisition, and Business Leaders to understand roles within their client area(s). Independently identifies and leads the development of solutions for complex problems. Duties include consulting on organizational changes, job evaluations, promotions, internal equity reviews, equity adjustments, and offer recommendations.
- Through strong partnerships, this role focuses on delivering the company-wide total well-being strategy that drives an excellent employee experience to enable people to bring their very best to serve cancer patients.
- Function as the compensation expert for client area(s). Identifies trends for client areas, acting as advisor and partner to Business Leaders. Attend industry survey matching meetings. In partnership with HRBP's, ensure roles within client area(s) are benchmarked correctly. Analyze survey results and make recommendations for salary ranges to the Head of Compensation. Provide recommendations for any adjustments to incentive targets for client areas.
- Works closely with the Head of Compensation and Head of Total Rewards to establish and maintain a globally accepted career framework and regional salary structure in order to set standards for capabilities for levels as well as establish parameters for salary decisions. Establishes annual salary ranges for assigned functional groups.
- Interprets market data to develop proposals for annual Merit budget to the Head of Compensation. Partner effectively with Finance to reach consensus on Merit budget as well as forecasting / costing for Long Term Incentive Program.
- Participates in the system testing and administration of applications for ongoing compensation administration and the annual compensation review process. Administers system processes for the annual compensation review process. Tracks administration of compensation actions, bonus payments, etc. Performs special projects which may include ad-hoc research, analysis and conducting surveys in order to provide guidance on current and future Compensation programs.
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