Senior Director, Global Compensation

Position Summary

The Senior Director, Global Compensation provides strategic leadership for Travere's global compensation programs, ensuring they are competitive, equitable, compliant, and aligned with the company's business objectives and Total Rewards strategy. Reporting to the Executive Director, Total Rewards & Wellbeing, this role leads the development and evolution of compensation programs, job architecture, salary structures, pay practices, and annual compensation planning while serving as the enterprise subject matter expert for compensation.

Responsibilities

• Strategic Compensation Leadership & Management
• Develop and evolve Travere's global compensation strategy in partnership with the Executive Director, ensuring alignment with business objectives, the Total Rewards strategy, and long-term organizational growth.
• Lead the enterprise job architecture framework, including governance, organizational leveling, career architecture, and related change management to ensure consistent application across the organization while supporting talent management, workforce planning, and organizational effectiveness.
• Serve as the senior compensation advisor for complex compensation matters.
• Lead design of compensation programs & resources including: salary structures, merit and pay practices, internal pay equity guidelines, promotions, spot awards, stock, bonuses, job classifications for both non-exempt and exempt roles within the US and Europe.
• Lead the development of global job architecture, governance, organizational leveling and related change management planning to ensure understanding and consistent application.
• Lead the annual compensation planning process. Closely partners with HRIS to develop, test and execute enhancements in the system. Project manages entire process and collaborates with HR stakeholders to develop communication and training.
• Collaborate with business leaders and HR Business Partners to review new jobs, job leveling and compensation considerations.
• Provide compensation coaching and consulting to business leaders and HR Business Partners to review new jobs, job leveling and compensation considerations.
• Build organizational capability by coaching HR Business Partners and business leaders on compensation philosophy, job architecture, pay decisions, and organizational design principles.
• Integrate compensation philosophy and strategies with various HR initiatives.
• Lead enterprise compensation governance processes that ensure consistent, compliant, and equitable compensation decisions across the organization.
• As a member of the Sales Incentive Committee, partner with the Sales Operations team in reviewing the plan and determining total cash package for field-based employees.
• Lead regular reviews of job descriptions to drive compliance, consistency and inclusiveness.
• Develop and maintain internal compensation resources including salary and equity guidelines, offer development forms and key communications.
• Partner with the Executive Director & Chief People Officer on executive compensation and Board materials.
• Ensure compliance with federal, state, and local compensation laws and regulations; Develop policies and procedures to minimize risk and address audit requirements.
• Data Management, Market Analysis, and Benchmarking
• Lead Travere’s compensation market intelligence strategy through participation in regular industry and geographical-relevant salary surveys (e.g. Radford/Aon, Mercer); identify new trends and conduct detailed analyses.
• Evaluate and provide compensation recommendations using internal and external data to drive high-performing culture and support internal pay equity.
• Prepare various quantitative and qualitative analyses for regular metrics.
• Ensure coordination of data with Finance related to company stock and payroll.
• Provide data and support for the development of BOD/Compensation Committee materials including annual analytics, annual bonus documents, CEO pay ratio data, etc.

Education/Experience Requirements

• Bachelor’s degree in Business, Human Resources or Finance. Master's degree preferred; CCP strongly preferred.
• Equivalent combination of education and applicable job experience may be considered.
• A minimum of 12 years’ progressive compensation experience in complex global organizations, preferably in the Pharmaceutical, Biotech and/or Life Sciences industry.
• Strong understanding of FLSA standards, pay transparency regulations, equity programs, and other DOL compliance requirements.
• Demonstrated success partnering with executive leaders to influence compensation strategy, organizational design, and workforce planning decisions.

Additional Skills/Experience/Requirements

• The ideal candidate will embody Travere’s core values: Courage, Community Spirit, Patient Focus and Teamwork.
• Certified Compensation Professional (CCP) or similar certification preferred.
• Advanced Excel skills and high proficiency with other Microsoft applications.
• Proficiency working with HRIS systems, preferably Workday Compensation and Advanced Compensation.
• Knowledge of leveraging AI for research, analytics and projects.
• Excellent analytical, project management and multi-tasking skills.
• Ability to build and foster relationships, leading to trust and credibility across all employee levels and demonstrate strong relationships within HR team peers.
• Ability to work collaboratively with cross-functional teams and influence stakeholders at all levels.
• Excellent verbal, presentation and written communication skills.
• Ability to adapt to modification and changes to project plans, demonstrating flexibility to implement new strategies and tactics to accommodate these changes.

Total Rewards Offerings

Travere provides comprehensive total rewards offerings that demonstrate our commitment as a diverse, equitable, people-centric, and pay-for-performance organization. Benefits: Our benefits include premium health, financial, work-life and well-being offerings for eligible employees and dependents, wellness and employee support programs, life insurance, disability, retirement plans with employer match and generous paid time off. Compensation: Our competitive compensation package includes a combination of both cash compensation (base pay and short-term incentive) and long-term incentive compensation (company stock), designed to recognize, retain, and reward employees.

Pay

Target Base Pay Range: $219,000.00 - $285,000.00

This information is current as of the date of this posting and may be modified in the future. Actual pay offered to a candidate will depend on a variety of factors including the candidate’s experience, education, skills, and location.