Vice President, Compensation

Job Overview

The Vice President, Compensation is a strategic leadership role responsible for developing and executing the company's compensation strategy, with primary responsibility for executive compensation and oversight of the company's broader compensation philosophy, structures and programs. Reporting to the Chief People Officer, this role will design and govern competitive, equitable and performance-driven compensation programs that attract, retain and motivate exceptional talent while supporting the company's business strategy and long-term growth. The VP, Compensation will serve as a trusted adviser to the executive leadership team and Board of Directors, partnering closely with the Compensation Committee, Legal, Finance and external advisers.

Roles and Responsibilities

• Develop and lead the company's executive compensation strategy, including base salary, annual and long-term incentives, equity awards and retention arrangements
• Advise the Chief People Officer, CEO and executive leadership team on executive pay, incentive design, compensation governance and emerging market practices
• Partner with the Chief People Officer, CEO, 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 the company's equity compensation strategy, including stock option and RSU awards, equity dilution and share usage
• Oversee executive compensation disclosures and proxy statement preparation in partnership with Legal and external advisers
• Establish and evolve the company's broader compensation philosophy, salary structures, job architecture and market-benchmarking frameworks
• Oversee annual compensation planning, including merit increases, promotions, market adjustments and pay equity assessments
• Partner with Finance on compensation budgeting, forecasting, financial modeling and the financial impact of compensation programs
• Monitor market, regulatory, governance and investor developments, ensuring compensation programs remain compliant, competitive and aligned with shareholder expectations
• Provide clear, data-driven compensation insights and recommendations to senior leaders, using market data, analytics and industry trends

Candidate Profile

• Bachelor's degree in Human Resources, Business, Finance, Economics or a related discipline required; MBA or relevant master's degree preferred
• Significant progressive compensation experience, with 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 experience in executive benchmarking, annual incentive design, compensation modeling and pay governance
• Experience supporting a US commercial-stage organization, ideally within biotechnology, pharmaceuticals or the broader life sciences industry, strongly preferred
• Experience within a publicly traded company highly desirable, including knowledge of SEC reporting, proxy statement requirements and executive compensation disclosure
• Deep understanding of compensation market practices, regulatory requirements, tax considerations and compensation accounting principles
• Advanced analytical and financial modeling skills, with the ability to assess 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 leaders and Board members
• Strong influencing, negotiation and stakeholder-management capabilities, with the credibility to operate effectively at executive and Board level
• Strategic, commercially minded and solutions-oriented, with the ability to balance talent priorities, financial considerations and shareholder interests
• Demonstrates discretion, sound judgment and integrity when handling highly confidential and sensitive compensation matters