Sr. Manager, Compensation or Associate Director, Compensation

Join Knoa Pharma

Knoa Pharma is a public health-driven pharmaceutical company dedicated to addressing the opioid crisis. Our focus is on expanding access to lifesaving overdose reversal medicines and affordable treatments for opioid use disorder. Owned by a not-for-profit foundation, everything we do is centered on improving public health, saving lives, supporting recovery, and bringing forward medicines that make a meaningful difference.

Knoa Pharma has a robust generics and branded portfolio of medicines in development to address unmet medical needs, and it supports public health initiatives to address the opioid crisis. Its public health-minded purpose enables the company to expand access to lifesaving opioid overdose reversal medicines and affordable treatments for opioid use disorder – at no profit.

Position Summary

Manages the implementation, analysis, and communication of the Company’s executive and broad-based compensation programs. Working in conjunction with the VP, Human Resources and the Company’s external compensation consultant, develops analyses and recommendations to support compensation program design and governance. Manages day-to-day compensation processes and infrastructure, helps maintain alignment between pay and performance, and supports programs that are competitive, compliant, and aligned with the Company’s business objectives.

Core Responsibilities

• Support the VP, Human Resources and external compensation consultant in evaluating and developing recommendations for the Company’s executive and broad-based compensation programs. Implement and administer approved programs in alignment with the Company’s compensation strategy, business objectives, market practices, and applicable legal requirements.
• Partner with senior management, including the VP, Human Resources, in the development of the corporate scorecard for the Annual Incentive Plan, and the performance metrics for the Long-Term Incentive Plans.
• Develop analysis, modeling, and supporting materials for the VP, Human Resources and external compensation consultant related to the Annual Incentive Plan and corporate scorecard and performance metrics for the Company’s long-term incentive plans.
• Manage the day-to-day administration of the Company’s compensation programs, including the year-end compensation planning process in Dayforce, compensation statements, program data, and the Company’s participation in compensation surveys.
• Prepare analyses and draft materials for the Compensation Committee of the Board of Directors. Work in conjunction with the VP, Human Resources and external compensation consultant to support Committee meeting preparation and presentations, as appropriate.
• Draft compensation policies, guidelines, procedures and communications for review and approval by the VP, Human Resources.
• Partner with HR Business Partners and Talent Acquisition colleagues to provide analysis and recommendations regarding new hire offers and other employee pay considerations, escalating significant or exceptional matters to the VP, Human Resources.
• Partner with Finance to provide compensation program estimates, forecasts and spend analyses for the Company’s compensation programs.
• Support HR ad hoc analytical projects, such as turnover analysis and severance calculations and related workforce reporting through Dayforce.

Education and Experience

Sr. Manager Requirements

• Bachelor’s Degree required; advanced degree desirable

• 10+ years of progressive experience in designing and managing compensation programs in organizations of comparable scale and complexity

Associate Director Requirements

• Bachelor’s Degree required; advanced degree desirable
• 15+ years of progressive experience in designing and managing compensation programs in organizations of comparable scale and complexity

Knowledge, Skills and Abilities

• Demonstrable knowledge of contemporary practices in compensation administration
• Ability to develop sound analyses and recommendations and build effective working relationships with HR colleagues, Finance and external advisers
• Demonstrable ability to achieve goals through partnering and building relationships with senior managers
• Experience supporting the configuration and maintenance of HRIS compensation modules
• Proficiency in Microsoft Excel, including formulas, pivot tables, and data analysis
• Ability to manage multiple concurrent projects, meet deadlines, and maintain accuracy
• Excellent business and financial acumen
• Experience coordinating with third-party consultants and vendors
• Experience preparing analysis and materials to support Board-level and Compensation Committee interactions

Physical and Environmental Requirements

• This position is primarily sedentary and performed in an office or professional work environment. Essential functions include the ability to sit for extended periods, use a computer and other office equipment, communicate effectively, and occasionally move within the work area.
• This position is primarily office‑based with occasional travel required (up to 5%), including overnight travel as needed.

Supervisory Requirements

This role does not have direct supervisory or managerial responsibility.

Additional Information

This job description is not intended to be an all‑inclusive list of duties and responsibilities and may be modified as business needs require.

Eligible employees may participate in the Company's comprehensive benefits program, which includes medical with prescription drug coverage, dental, and vision insurance; health savings and flexible spending accounts; life insurance and disability insurance; a 401(k) retirement savings plan with company match and retirement contribution; paid vacation, sick, and holidays and an employee assistance program.

We are an Equal Opportunity Employer. Qualified applicants will receive consideration without regard to: actual or perceived race, sex or gender (including pregnancy, childbirth, lactation and related medical conditions), national origin, ancestry, citizenship status, religion, color, age, creed, sexual orientation, marital status, gender identity or gender expression, protected medical condition as defined by applicable state or local law, genetic information, physical or mental disability, veteran status and military service, or any other characteristic protected by local, state, or federal laws and ordinance.

For more information about your rights under Equal Employment Opportunity, visit:

• EEOC Know Your Rights
• USERRA Rights
• Family and Medical Leave Act (FMLA)
• Employee Polygraph Protection Act (EPPA)
• E-Verify (English and Spanish)
• Right to Work (English and Spanish)

We strive to make our Career opportunities website accessible to all users. If you need an accommodation to participate in the application or hiring process, please email the Knoa Pharma LLC Talent Acquisition team at View email address on aiapply.co. This email is not for general employment inquiries or vendors; rather it is strictly for applicants who require assistance.

The Company does not seek or accept unsolicited resumes or CVs from recruitment agencies. We are not responsible for any fees, commission, or any type of payment related to unsolicited resumes or CVs except as required in a written agreement between the Company and the recruitment agency or party requesting payment of a fee.

Under certain state law, we may be required to provide a reasonable estimate of the salary range for the jobs covered by this description. Actual salary determinations will take into account factors such as work location, prior education or training and experience, job related knowledge, and demonstrated skills aligned with the Company’s internal leveling guidelines and benchmarks. Resumes may be considered in the order they are received.