Vice President, Compensation

Accountabilities • Develop and lead the executive compensation strategy, covering base salary, annual and long-term incentives, equity awards, and retention arrangements, while aligning programs with business objectives, shareholder interests, and long-term value creation.

• Advise the Chief People Officer, CEO, and executive leadership team on executive pay, incentive design, compensation governance, and emerging market practices.

• Partner with senior leadership, Legal, and external advisers to prepare recommendations and materials for the Board of Directors and Compensation Committee.

• Oversee executive compensation benchmarking, annual reviews, pay recommendations, and incentive outcomes.

• Lead equity compensation strategy, including stock options, restricted stock units (RSUs), equity dilution, and share usage.

• Oversee executive compensation disclosures and proxy statement preparation in collaboration with Legal and external advisers.

• Establish and continuously improve the broader compensation philosophy, salary structures, job architecture, and market-benchmarking frameworks.

• Lead annual compensation planning, including merit increases, promotions, market adjustments, and pay equity assessments.

• Partner with Finance on compensation budgets, forecasts, financial modeling, and analysis of the financial impact of compensation programs.

• Monitor market trends, regulatory developments, governance expectations, and investor perspectives to maintain compliant and competitive compensation practices.

• Provide senior leaders with clear, data-driven insights and recommendations informed by market data, compensation analytics, and industry trends.

Requirements

• Bachelor's degree in Human Resources, Business, Finance, Economics, or a related discipline required; an MBA or relevant master's degree is preferred.

• Significant progressive compensation experience, including substantial expertise in executive compensation strategy, program design, and governance.

• Demonstrated experience advising CEOs, executive leadership teams, Boards of Directors, and Compensation Committees on executive pay strategy, reviews, and governance.

• Proven expertise in equity compensation, including stock options, RSUs, and performance-based long-term incentive programs.

• Strong background in executive benchmarking, annual incentive design, compensation modeling, and pay governance.

• Experience supporting a U.S. commercial-stage organization strongly preferred, ideally in biotechnology, pharmaceuticals, or the broader life sciences industry.

• Experience in a publicly traded company highly desirable, including familiarity with SEC reporting, proxy statement requirements, and executive compensation disclosures.

• Deep understanding of compensation market practices, regulatory requirements, tax considerations, and compensation accounting principles.

• Advanced analytical and financial modeling capabilities, including the ability to evaluate incentive outcomes, equity implications, and pay positioning.

• Excellent communication and presentation skills, with the ability to translate complex compensation matters into clear recommendations for senior executives and Board members.

• Strong influencing, negotiation, and stakeholder-management skills, with the credibility to operate effectively at executive and Board level.

• Strategic, commercially minded, and solutions-oriented approach, balancing talent priorities, financial considerations, and shareholder interests.

• High levels of discretion, sound judgment, and integrity when managing confidential and sensitive compensation matters.

Benefits

• Annual base salary: $300,000–$365,000 USD.

• Discretionary annual bonus.

• Equity compensation.

• Flexible working arrangements.

• Generous paid time off.

• Parental and reproductive support.

• Health and medical benefits.

• Mental health and wellbeing support.

• Financial health benefits and resources.

• Final compensation will depend on qualifications, skills, competencies, and work location.

• Employment visa sponsorship is not available; applicants must already have the right to work in the United States.

How Jobgether works: We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team. We appreciate your interest and wish you the best! Why Apply Through Jobgether?

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