Associate Director, Compensation

Overview

Entrepreneurial Spirit, Rooted in Tradition. Mitsubishi Tanabe Pharma America, Inc. (MTPA) is a U.S. subsidiary of Mitsubishi Tanabe Pharma Corporation (MTPC) in Japan, which touts a storied reputation more than 300 years in the making. Our parent company - one of Japan’s most respected - is a research-driven pharmaceutical company that has tirelessly pursued medical breakthroughs with global reach. MTPC has discovered and produced several first-in-class medicines for serious diseases, including multiple sclerosis (MS), diabetes mellitus (DM), amyotrophic lateral sclerosis (ALS), and is currently developing medicines in  Neurology in Parkinson’s (PD), Spinal Cord Injury (SCI), and in high unmet areas in Immunology and Oncology.

MTPA is rapidly expanding its operations across all functional areas. MTPA’s commitment to patients and their communities continues with a robust late-stage pipeline of investigational treatments for difficult-to-treat diseases and commercializing products with significant unmet medical needs in North American markets.  In the United States, MTPA launched rare disease treatments including RADICAVA® (edaravone) injectables in 2017 and RADICAVA® (edaravone) oral suspension in 2022.  The company handles research, clinical development, sales, marketing, medical affairs, supply chain, and business development functions.  MTPA is dedicated to improving the treatment environment for those with debilitating diseases, researching on real-world evidence, and creating hope for all facing illness.   

The Associate Director, Compensation is responsible for the overall management of compensation programs for the organization, including the design, development, and implementation of new and revised compensation programs, policies and procedures. The Associate Director, Compensation, serving as the organization’s compensation expert, will ensure that compensation programs are market-competitive to enhance the organization’s ability to attract and retain top talent.

Responsibilities

• Proactively evaluates the on-going effectiveness of existing compensation programs, practices and procedures to determine the need for enhancement/improvement opportunities.
• Recommends and develops salary and incentive plan modifications and/or new plans to support the company strategic initiatives. Ensure that all pay plans deliver awards that reward desired behaviors and objectives in an equitable manner.
• Participates in and/or leads activities associated with special incentive plans; this includes providing input to plan design, metrics, measurements, pay frequency, and target compensation, as determined by market data.
• Works with HR Leadership and Compensation team in Japan Head Office to design and administer Total Rewards Compensation programs for the North America-based Executives.
• Consults on Executive job offers and new assignment compensation packages and ensures alignment of global Executive Compensation philosophies, strategies, and practices.
• Handles compensation plan implementation, including communication, rollout, and consultation to HR staff and business leaders, as necessary.
• Works collaboratively with HR team to manage the annual performance review and merit/bonus processes; accountable for developing the timeline, manage and deliver trainings and tools for manager recommendations; performs detailed analysis to ensure equitable and consistent practices across all company businesses.
• Manages the company’s salary structure, which includes annual updating of the structures, and recommend and implement changes to structure to ensure competitiveness. Selects and participates in market-relevant competitive compensation surveys.
• Evaluates new jobs using techniques aligned with Japan Head Office Compensation guidance. Aligns jobs to appropriate career levels, salary structures, grades FLSA and EEOC job classifications based on external market and internal equity considerations.
• Manage the job coding and job title assignment process and job tables in Workforce Now HRIS.
• Keeps apprised of federal, state and local compensation laws and regulations and ensures all compensation programs and practices comply with applicable labor laws and internal compliance standards. Works with Legal to address any compensation compliance issues.
• Advises HR team and business leaders on policy, plan document interpretation, new job development, job evaluation as well as matters related to new hires (external/internal) market data, internal equity, and actions to payroll.
• Work with HR team to optimize alignment between performance management and reward program effectiveness. Contribute to new and creative employee recognition programs.
• Collaborates with Finance and Accounting to estimate and track total employee direct expens