Senior Director, Global Compensation

Department:

102100 People Success

Location:

San Diego

Be a part of a global team that is inspired to make a difference in the lives of people living with rare disease.

At Travere Therapeutics, we recognize that our exceptional employees are vital to our success. We are a dedicated team focused on meeting the unique needs of rare patients. Our work is rewarding – both professionally and personally – because we are making a difference. We are passionate about what we do.

We are seeking talented individuals who will thrive in our collaborative, diverse, fast-paced environment and share in our mission – to identify, develop and deliver life-changing therapies to people living with rare disease. We stick by our values centered on patients, courage, community, and collaboration to pursue our vision of becoming a leading biopharmaceutical company dedicated to the delivery of innovation and hope to patients in the global rare disease community.

At Travere Therapeutics, we are in rare for life. We continue to courageously forge new paths as we move toward a common goal of elevating science and service for rare patients.

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. This role partners closely with Executive Leadership, Finance, Legal, HR Business Partners, Talent Acquisition, and business leaders to translate business priorities into effective compensation solutions. 

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 &