Compensation Director, Olema Oncology
$230-250k
Expert level
San Francisco Bay Area
Therapy development for women's cancers
Posted today
Therapy development for women's cancers
101-200 employees
HealthcareB2BBiologyScience
Posted today
$230-250k
Expert level
San Francisco Bay Area
101-200 employees
HealthcareB2BBiologyScience
Company mission
To develop therapies that offer the potential to improve outcomes for women living with cancer.
Role
Who you are
- Bachelor’s degree in business, finance, accounting, economics, or a related field required; MBA or CPA preferred
- At least 10 years of progressive compensation experience, including significant hands-on experience within biotechnology, pharmaceuticals, or life sciences
- Progressive compensation experience, including compensation consulting organizations, highly preferred
- Demonstrated experience leading compensation strategy and programs within both small/high-growth and/or larger, more complex organizations
- Deep expertise in broad-based compensation for employees at the Vice President level and below, including base pay, annual incentives, equity, new-hire offers, promotions, retention awards, and off-cycle adjustments
- Expert knowledge of market-pricing and compensation-survey methodology, including job matching, survey participation, market selection, data aging, geographic differentials, percentile analysis, and interpretation of Radford/Aon or comparable life-sciences compensation data
- Proven experience designing and maintaining job architecture, career frameworks, job-evaluation and leveling methodologies, salary structures, range spreads, midpoint progressions, and range-placement guidelines
- End-to-end ownership of annual compensation planning, including budget development, eligibility and decision guidelines, merit, promotion, bonus and equity modeling, manager tools, calibration, approvals, audit controls, and post-cycle analysis
- Advanced quantitative and financial-modeling skills, including compensation cost projections, scenario and impact analyses, internal-equity reviews, pay-compression analysis, market-competitiveness assessments, and equity-award modeling
- Experience designing and governing commercial or sales incentive compensation plans, including eligibility, performance measures, weightings, thresholds, targets, maximums, payout curves, financial modeling, administration, and effectiveness reviews strongly preferred
- Ability to roll up your sleeves and operate both strategically and tactically in a fast-paced, evolving environment
- Experience with compensation benchmarking tools, equity platforms, HRIS systems, and advanced compensation analytics
- Strong compensation data-management and governance capabilities, including experience reconciling and improving data across HRIS, payroll, equity platforms, planning tools, and market-survey databases
- Advanced Excel skills, including complex formulas, pivot tables, lookups, scenario models, data validation, and audit checks. Experience with Power Query, macros, or data-visualization tools is a plus
- Working knowledge of compensation-related compliance and governance, including pay equity, pay transparency, FLSA classification, documentation standards, approval controls, and audit readiness
- Ability to synthesize complex data into clear, decision-ready findings; explain and defend methodologies and assumptions; and translate analysis into practical recommendations for HR Business Partners, Finance, Legal, senior leaders, and the Executive Team
- Demonstrated ability to manage multiple, deadline-sensitive compensation initiatives independently while maintaining precision, sound judgment, and accountability for the quality of the analysis and final work product
- Demonstrated ability to create and deliver clear, executive-level presentations that distill complex compensation analyses into succinct business implications, tradeoffs, and recommendations, with strong executive presence and sound business acumen
What the job involves
- As the company grows and prepares for commercialization, we are seeking our first dedicated compensation expert as the Director Compensation to establish this capability with the rigor, thoughtfulness, and adaptability our next stage requires
- Reporting to the SVP, People & Culture, this highly influential position will serve on the People & Culture Leadership Team and partner closely with HR Business Partners, senior leaders, and the Executive Team.
- This person will create the frameworks, processes, and trusted expertise needed to support consistent, competitive, and well-informed compensation decisions for employees at the Vice President level and below
- This individual will own the design, implementation, administration, communication, and governance of all non-executive compensation programs across the organization, including broad-based compensation, equity programs, and future commercial and sales compensation structures.
- The role will also partner closely with the SVP, People & Culture in supporting executive compensation and Compensation Committee activities through market analyses, data insights, modeling, and strategic recommendations
- Experience supporting an organization as it progresses from clinical development toward commercialization
- Experience preparing executive compensation benchmarking, analyses, background information, and documentation for inclusion in Compensation Committee materials
- Experience operating as a senior individual contributor in a lean, high-growth environment, with the ability to establish compensation expertise without creating unnecessary complexity
- Contribute to and evolve Olema’s compensation philosophy, strategy, and frameworks to support business objectives, organizational growth, talent attraction, retention, and performance
- Serve as the company-wide subject matter expert on non-executive compensation matters
- Build scalable compensation infrastructure, processes, governance, and policies appropriate for a growing biotech organization transitioning toward commercialization
- Partner closely with the SVP, People & Culture and business leaders on compensation strategy, workforce planning, and organizational design considerations
- Own and administer broad-based compensation programs across all non-executive levels and functions
- Lead market benchmarking, job architecture, leveling, salary structures, and compensation planning processes
- Drive annual compensation focal review processes including merit, bonus, and equity planning cycles
- Provide strategic compensation guidance to business leaders and People Business Partners on hiring, promotions, internal equity, retention, and organizational changes
- Develop scalable cash compensation frameworks that support organizational growth, high volume recruitment, while maintaining consistency and internal equity
- Partner with Commercial leadership to develop incentive compensation structures aligned with business strategy, market dynamics, performance objectives, and evolving commercial capabilities
- Establish sales compensation governance, metrics, administration processes, modeling, and effectiveness analyses
- Develop compensation approaches that support the successful build-out and growth of a high-performing commercial organization
- Partner cross-functionally with Legal, Finance, Payroll, and external vendors to support equity compensation administration and governance
- Support equity strategy and recommendations aligned with talent and business objectives
- Ensure appropriate controls, compliance, and reporting related to equity programs
- Partner closely with the SVP, People & Culture in supporting executive compensation programs and Compensation Committee activities
- Provide market benchmarking, analyses, modeling, and materials to support executive compensation decision-making and Board discussions
- Collaborate with external compensation consultants and internal stakeholders on executive compensation-related initiatives as needed
- Ensure compliance with all applicable federal, state, and international compensation-related laws and regulations
- Maintain strong compensation governance practices, documentation, and audit readiness
- Develop and deliver compensation analytics, insights, and reporting to support decision-making and workforce strategies
- Monitor market trends and emerging compensation practices within biotech and pharmaceutical industries
Our take
With the global oncology drug market expected to exceed $390 billion by 2027, there is a massive commercial opportunity in cancer research. Olema Oncology is a clinical-stage biopharmaceutical company focused on the discovery, development and commercialization of targeted therapies for women’s cancers.
Olema are leveraging the knowledge of the molecular action of estrogen receptors, designing compounds that should be superior to both current drugs and those in development. It has secured massive amounts of funding to support its monotherapy Phase 3 trial, and will continue to advance research and development across other projects.
Freddie
Company Specialist at Welcome to the Jungle
Insights
Top investors
142% employee growth in 12 months
Company
Funding (2 rounds)
Jul 2020
$54m
SERIES B
Aug 2018
$6.1m
SERIES A
Total funding: $60.1m
Company benefits
- Annual bonus, and stock equity package
- 401K Match and the option to participate in an Employee Stock Purchase Plan
- Robust health plan for both our employees’ and their dependents’ medical, dental, and vision coverage
- Flexible work model
- Allowances to help with both home office and commute
- Flexible Time Off Vacation package
Company HQ
South Park, San Francisco, CA
Leadership
Cyrus Harmon
(Member of the Board)CEO of computational biotechnology company Vilya. Earned a PhD in Molecular and Cell Biology from University of California, Berkeley. Previously VP of Computational Genomics at Affymetrix.
Peter Kushner
(Chief Scientific Officer)Earned a PhD in Molecular Biology from the University of Oregon. Has been a Professor Emeritus at the University of California since 1986.
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