Director, Global Compensation

Job description

Revolution Medicines is a global, commercial-state oncology company dedicated to discovering, developing and delivering innovative medicines for patients with RAS-addicted cancers. Leveraging its differentiated RAS(ON) tri-complex inhibitor platform, the company is advancing a broad, integrated portfolio of oral RAS(ON) inhibitors designed to directly target the active, cancer-driving state of RAS. Founded on rigorous scientific inquiry and a willingness to challenge long-held assumptions, Revolution Medicines is committed to changing the trajectory of disease for patients with RAS-addicted cancers worldwide.

Our people are united by a shared way of working: follow the science, challenge assumptions, act with urgency and hold ourselves to a high standard of rigor—all in service of patients.

The Opportunity:

As Director, Global Compensation, you will have the opportunity to help shape the future of our global compensation programs and build scalable approaches that support our employees and business as the company evolves.

Reporting to the Senior Director, Total Rewards, you will play a critical role within our growing Total Rewards Center of Excellence, partnering closely to translate our Total Rewards strategy into competitive, scalable, equitable and effective global compensation programs ensuring the programs are aligned with the organization’s business strategy and approach to talent. You will help evolve programs and practices across base salary, incentives, job architecture, market pricing, pay equity and transparency, and compensation governance, with a focus on ensuring our global frameworks are effectively implemented, measured, communicated and continuously improved.

You will bring deep global compensation expertise and partner closely with HR Business Partners, Regional HR and cross-functional teams to apply global frameworks in ways that balance consistency with business and local market needs. A key focus of the role will be establishing the metrics, controls, audits and feedback mechanisms that help us understand whether our compensation programs are working as intended and where they should evolve. You will also play an important role in making compensation understandable through thoughtful communications, education and manager resources. This is a highly hands-on role for a compensation leader who is equally comfortable developing recommendations, analyzing data, influencing stakeholders and translating complex compensation topics into clear and compelling messages.

Key Responsibilities:

Global Compensation Programs & Governance

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Partner closely with the Senior Director, Total Rewards to translate the company’s Total Rewards strategy and priorities into global compensation programs and practices across base salary, incentives, equity and market pricing that support business and talent priorities.

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Help evolve and govern global compensation structures, market-pricing methodology, guidelines and decision frameworks, establishing the controls and mechanisms needed to drive consistent and effective compensation decisions across countries.

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Partner with HR Business Partners, Regional HR and international Total Rewards resources to apply global compensation frameworks while incorporating appropriate business, local market and regulatory considerations.

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Partner on the continued evolution and application of global job architecture, job leveling and career frameworks to ensure they support current and evolving business needs.

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Partner with Talent Acquisition and HR Business Partners to establish effective global offer practices and governance, including ongoing reviews and audits to assess competitiveness, consistency and adherence to established frameworks.

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Partner on the evaluation and evolution of equity and long-term incentive practices, including competitive positioning, new-hire and refresh practices, utilization and employee understanding.

Program Effectiveness, Analytics and Compensation Planning

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Partner on the governance and delivery of annual and mid-year compensation programs, working closely with compensation team members, HR Business Partners, Finance and HR Technology on modeling, analysis, communications and execution.

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Partner with Finance on compensation budgets, modeling, forecasting and scenario analysis.

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Establish KPIs, dashboards, controls and audit processes to assess compensation program effectiveness, decision quality, consistency and adherence to global frameworks.

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Review offers, promotions, market adjustments and other compensation decisions to identify trends, exceptions, risks and opportunities for improvement, using findings to recommend refinements to programs and practices.

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Develop analysis and recommendations related to pay equity, internal equity, pay compression and market competitiveness, translating findings into clear insights for senior leadership.

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Develop compensation and equity analyses, recommendations and exe

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