Compensation Manager (Biotech)

Location: Chicago, United States

Salary: $110,000–$150,000 annually for Chicago; ranges may vary by location.

Company

hirify.global develops a precision-medicine platform that connects real-world evidence with actionable insights for clinical care.

What you will do

• Advise HR Business Partners, recruiters, and business leaders on compensation structures, salary bands, offers, and total rewards policies.
• Lead the annual sales incentive plan cycle, including plan design, stakeholder approvals, communications, and administration.
• Analyze commission metrics and compensation effectiveness with Sales Leadership, Finance, and Sales Operations.
• Conduct market benchmarking and job matching using third-party compensation surveys such as Radford.
• Evaluate roles and backfills within the job architecture and support annual compensation reviews.
• Improve and automate recurring compensation workflows, data administration, and governance processes.

Requirements

• At least 7 years of professional experience in corporate broad-based compensation design and administration.
• Advanced proficiency in Microsoft Excel or Google Sheets, including metrics development, large dataset management, and analytical interpretation.
• Experience managing complex cross-functional projects and coordinating multiple stakeholders in a fast-paced environment.
• Strong communication skills for explaining technical compensation frameworks to business partners and senior leaders.
• Knowledge of compensation compliance, pay transparency, regional and federal labor laws, and FLSA designations.

Nice to have

• At least 2 years of experience in sales incentive plan design, metrics tracking, or sales compensation analytics.
• Experience in SaaS, biotech, life sciences, or another high-growth, performance-driven environment.
• Workday experience.

Culture & Benefits

• Full-time employment with benefits that may include medical and other benefits.
• Potential incentive compensation and restricted stock units, depending on the position.
• Focus on externally competitive, internally equitable, and legally compliant compensation practices.