Total Rewards Specialist

About Made Scientific

Made Scientific is a U.S.-based cell therapy contract development and manufacturing organization (CDMO) specializing in the development, manufacturing, and release of autologous and allogeneic cell therapy products for clinical and commercial supply. Headquartered in Princeton, New Jersey, Made Scientific combines the agility of a specialist CDMO with the deep technical expertise to deliver reliable and scalable solutions, supported by their long-term strategic backer, GC Corporation, a global leader in the pharmaceutical and biotechnology sectors.

Position Summar

yThe Total Rewards Specialis t is responsible for supporting the design, administration, analysis, and communication of compensation and benefits programs across the organization. This role partners closely with HR, Finance, Payroll, Talent Acquisition, and business leaders to ensure total rewards programs are competitive, equitable, compliant, and aligned with business objectives

.
This position will support compensation band creation, salary structure development, job benchmarking, market analysis, incentive plan administration, benefits support, HR data analysis, and total rewards process improvement

s.Position is on site Monday - Frid

ay
Key Responsibilit

iesCompensation Program Supp

• ortSupport the administration of compensation programs, including base pay, salary ranges, incentives, merit increases, promotional adjustments, and market-based revie
• ws.Partner with HR and business leaders to evaluate compensation needs and ensure pay practices are consistent, competitive, and equitab
• le.Review compensation data to identify pay compression, internal equity concerns, market gaps, and salary structure opportuniti
• es.Support compensation recommendations for new hires, promotions, transfers, adjustments, and retention nee
• ds.Maintain accurate compensation records, salary ranges, job profiles, incentive eligibility, and related documentati

on.
Compensation Band Creation & Salary Structure Develop

• mentAssist with the creation, review, and maintenance of compensation bands, salary ranges, and pay structures across job families, levels, functions, and geographic locati
• ons.Conduct market benchmarking using compensation survey data, industry data, and internal pay practices to support band developm
• ent.Partner with HR, Finance, and business leaders to define appropriate salary range minimums, midpoints, maximums, and progression guideli
• nes.Support the development of job levels, pay grades, career frameworks, and compensation guidelines to ensure consistency across the organizat
• ion.Analyze internal equity, market competitiveness, and budget impact when creating or updating compensation ba
• nds.Prepare compensation band summaries, pay range recommendations, and supporting analysis for leadership review and appro
• val.Ensure compensation bands are documented, maintained, and applied consistently across hiring, promotion, and adjustment decisi

ons.
Market Pricing & Job Benchma

• rkingReview job descriptions and match roles to appropriate external market benchm
• arks.Gather, analyze, and summarize compensation survey data to support job pricing and pay range develop
• ment.Partner with HR and business leaders to ensure job responsibilities, leveling, and scope are accurately reflected in compensation recommendat
• ions.Maintain job benchmarking documentation and support periodic review of roles, levels, and market align

ment.
Annual Compensation Pl

• anningSupport annual merit, bonus, and incentive planning proc
• esses.Prepare data files, compensation worksheets, manager guidance, and leadership review mate
• rials.Assist with compensation planning audits to ensure accuracy, consistency, and alignment with approved guide
• lines.Track compensation decisions, approval status, budget impact, and employee communication
• needs.Partner with Payroll, HR Operations, and HRIS to ensure approved compensation changes are implemented accurately and t

imely.
Benefits & Total Rewards Adminis

• trationSupport benefits administration activities, including employee inquiries, eligibility review, vendor coordination, open enrollment support, and benefit communication mat
• erials.Assist with wellness, recognition, retirement, leave, and other total rewards programs as as
• signed.Partner with Payroll and HR Operations to ensure benefits and compensation changes are reflected accurately in employee records and payroll s
• ystems.Support total rewards communications to help employees understand available programs and the value of their overall rewards p

ackage.
Data Analysis, Reporting & Co

• mpliancePrepare and analyze reports related to compensation, benefits, incentive eligibility, pay equity, headcount, turnover, and workforce
• trends.Maintain accurate total rewards data and conduct regular audits to identify discrepancies or required
• updates.Support compliance with applicable wage and hour laws, pay transparency requirements, benefits regulations, and internal governance st
• andards.Assist with audits, reporting requests, and documentation related to compensation and benefits p
• rograms.Handle confidential employee compensation and benefits information with discretion and professi

onalism.
Process Improvement & Progra

• m SupportIdentify opportunities to improve total rewards processes, tools, templates, reporting, and commun
• ications.Support the development of standard operating procedures, manager resources, employee FAQs, and total rewards guidance d
• ocuments.Partner cross-functionally to support HR system updates, compensation planning tools, benefits processes, and employee-facing r
• esources.Support special projects related to compensation design, benefits enhancements, job architecture, pay equity, and total rewards

strategy.
Qual

• ificationsBachelor’s degree in Human Resources, Business Administration, Finance, Economics, or related field
• preferred.M inimum of 3–5 years of experience in Total Rewards, Compensation, Benefits, HR Operations, HR Analytics, or a related Human Reso u
• rces role.Experience supporting compensation band creation, salary range development, market pricing, job benchmarking, or compensation analysis required or strongly
• preferred.Strong analytical skills with the ability to work with compensation data, salary structures, survey data, and workforc
• e reports.Proficiency with Microsoft Excel, including formulas, pivot tables, lookups, data validation, and large
• data sets.Experience with HRIS or compensation planning systems such as Workday, UKG, ADP, SuccessFactors, Oracle, or similar platforms
• preferred.Working knowledge of compensation principles, benefits administration, pay equity, job leveling, and HR c
• ompliance.Ability to handle confidential information with discretion and sound
• judgment.Strong communication skills with the ability to summarize data and recommendations clearly for HR and busines

s leaders.
Key C

• ompetenciesCompensation analysis and market b
• enchmarkingSalary band and pay structure
• developmentTotal rewards adm
• inistrationData accuracy and analytic
• al thinkingConfidentiality and profession
• al judgmentAttentio
• n to detailProcess improvem
• ent mindsetBusiness partnership and co
• llaborationClear communication and do
• cumentationAbility to manage multiple

priorities
Preferre

• d ExperienceExperience creating or maintaining compensation bands, pay grades, job families, or career
• frameworks.Experience supporting annual merit, bonus, or incentive plan
• ning cycles.Experience with compensation survey platforms and market da
• ta analysis.Experience supporting pay equity reviews, compression analysis, and internal equity
• assessments.Experience partnering with HR Business Partners, Finance, Payroll, Talent Acquisition, and busin
• ess leaders.Experience in manufacturing, life sciences, pharmaceutical, healthcare, technology, or other complex business environment

s preferred.
Physical & Work Environment

• RequirementsRole is on site Mond
• ay to Friday.Ability to use a computer, HR systems, spreadsheets, and reporting tools for extended per
• iods of time.Occasional travel may be required based on bu