Director, Total Rewards & HRIS

The Director, Total Rewards is a strategic leader responsible for overseeing the design, administration, governance, and continuous improvement of the company's global compensation, equity, benefits, and will assist with People Business Systems programs. Reporting directly to the Chief People Officer, this role serves as a trusted advisor to executive leadership and is a key partner to Finance, Legal, and Information Technology.This Director/Senior Director will lead all aspects of the company's total rewards strategy, ensuring programs are competitive, equitable, compliant, and aligned with business objectives. This role will play a critical leadership role in Compensation Committee activities, including executive compensation, equity programs, market benchmarking, and Board-level reporting. Additionally, the position will assist with strategic oversight of People Business Systems, including Workday, ADP, and Applicant Tracking Systems, ensuring data integrity, operational efficiency, and scalable infrastructure to support organizational growth.Key ResponsibilitiesTotal Rewards StrategyDevelop and execute a comprehensive global total rewards strategy aligned with the company's business objectives and growth plans.Design, implement, and continuously evaluate compensation, equity, and benefits programs to attract, retain, and motivate top talent.Ensure programs are market competitive, fiscally responsible, and support a high-performance culture.Provide strategic recommendations to executive leadership regarding compensation philosophy and total rewards investments.CompensationLead all global compensation programs, including base pay, incentives, recognition programs, and executive compensation.Oversee annual compensation planning, merit increases, bonus programs, promotions, and salary structure management.Conduct market pricing, benchmarking, and competitive analyses.Partner with Finance to support workforce planning, labor cost forecasting, budgeting, and compensation modeling.Develop compensation analytics and reporting to inform leadership decisions.Equity ManagementLead the administration and strategic design of the company's equity programs.Partner with Legal and Finance to manage stock option, RSU, and other long-term incentive plans.Ensure compliance with applicable securities regulations, tax requirements, and corporate governance standards.Support equity planning for new hires, promotions, retention programs, and executive compensation.BenefitsOversee the company's global benefits strategy and programs.Evaluate and enhance health, wellness, retirement, leave, and other employee benefit offerings.Manage vendor relationships, contract negotiations, and annual renewals.Ensure compliance with all benefit-related regulatory requirements.Develop communication and education strategies that improve employee understanding and utilization of benefit programs.Compensation Committee and Executive CompensationServe as the primary People & Performance leader supporting Compensation Committee activities.Prepare Compensation Committee materials, analyses, presentations, and recommendations.Partner with the Chief People Officer, CEO, Legal, and Finance leaders on executive compensation strategy.Manage executive compensation benchmarking and governance processes.Support Board and Compensation Committee meetings through data analysis, reporting, and strategic recommendations.People Business Systems & HR TechnologyAssist with strategic oversight for People Business Systems, including ADP, Workday, Applicant Tracking Systems, and related platforms.Partner with Information Technology to establish system governance, security, integrations, and automation initiatives.Develop workforce analytics, dashboards, and reporting capabilities to support business decision-making.Compliance & GovernanceEnsure compliance with compensation, equity, benefits, privacy, and employment-related regulations.Partner closely with Legal on governance, executive compensation, and regulatory matters.Establish and maintain strong internal controls, policies, and audit readiness.Monitor legal and regulatory developments affecting total rewards programs.Leadership & Cross-Functional PartnershipServe as a key member of the People & Performance leadership team.Build strong partnerships with Finance, Legal, Information Technology, and executive leaders.Lead and develop team members while fostering operational excellence and accountability.Support strategic initiatives and organizational growth through data-driven recommendations and scalable people programs.Required QualificationsBachelor's degree in Human Resources, Finance, Business Administration, or related field.10+ years of progressive experience in compensation, benefits, executive compensation, and/or total rewards.5+ years of leadership experience managing Total Rewards or Compensation functions.Deep expertise in executive compensation, compensation committee governance, equity administration, and benefits strategy.Significant experience with HR technology platforms, including Workday, ADP, Applicant Tracking Systems, and related tools.Strong understanding of compensation regulations, securities compliance, and benefits governance.Experience preparing materials and analyses for Compensation Committees and Boards of Directors.Advanced analytical, financial modeling, and business acumen capabilities.Exceptional communication and executive presentation skills.Preferred QualificationsMaster's degree in Human Resources, Finance, Business Administration, or related field.Certified Compensation Professional (CCP), Certified Employee Benefits Specialist (CEBS), or similar certification.Experience within biotechnology, pharmaceutical, life sciences, or other highly regulated industries.Experience supporting publicly traded companies or organizations preparing for IPO or significant growth events.Strong knowledge of equity compensation platforms and executive compensation consulting practices.Core CompetenciesExecutive CompensationCompensation Committee GovernanceTotal Rewards StrategyGlobal Compensation DesignEquity AdministrationBenefits StrategyHR Technology LeadershipFinancial AcumenData AnalyticsExecutive PresenceCompliance & Risk ManagementCross-Functional PartnershipStrategic InfluenceChange LeadershipCompensation:This is a full-time position, Monday-Friday, occasional overtime.Pay is commensurate with experience.Equity-based compensationPerformance-based bonuses401(k) with Company MatchMedical, Dental, VisionFlexible Spending AccountLife InsuranceEmployee Assistance ProgramEmployee DiscountsGym MembershipPaid VacationPaid HolidaysPaid Sick, Jury Duty, BereavementWork Authorization:United States (Required)Background CheckAs a condition of employment, you must successfully complete all post-offer, pre-employment requirements, including but not limited to a background check.Disclosure StatementThe above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position.Any data processed in connection with role applications will be treated in accordance with applicable data privacy policies and regulations.The range provided is based on what we believe is a reasonable estimate for the base salary pay range for this job at the time of posting. This role is eligible for an annual target bonus and annual equity awards. Some roles may also be eligible for overtime pay, in accordance with federal and state requirements. Actual base salary pay will be based on a number of factors, including skills, competencies, type and length of experience within the industry, and other job-related factors permitted by law.Total Compensation includes base salary; benefits: medical, vision, and dental insurance; life insurance; 401(k) matching program; paid time off; paid holidays; Employee Assistance Program; and other employee benefits. This role may also be eligible for short-term or long-term incentive compensation, including but not limited to cash bonuses.Following a conditional offer of employment, satisfactory completion of a background check (including criminal records check) is required prior to beginning employment. Any offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current NAI employee who was conditionally offered the position.ADARx Pharmaceuticals is an EEO employer committed to an exciting, diverse, and enriching work environment. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws.