Role Overview

The Associate Director, Executive Compensation, is a strong individual contributor within the Total Rewards team, supporting the design, analysis, and delivery of compensation programs that enable business growth. This role is hands-on and analytical in nature, with opportunities to contribute to broader compensation strategy through high-quality execution, insight generation, and partnering with the global compensation team.

The role focuses on reward and incentive plan design, executive and leadership compensation analysis, and market intelligence for business-critical roles, working closely with internal stakeholders to help ensure competitive and effective rewards that support attraction, retention, and engagement.

Key Responsibilities

Reward & Incentive Plan Design

• Design, model, and support short-term and long-term incentive programs, including annual bonus plans, functional and growth-driven incentives, retention awards, and special programs aligned with business priorities.
• Partner with Finance and HR stakeholders to ensure incentive plans are aligned with performance outcomes, affordability, and business strategy.
• Conduct detailed scenario modeling, financial impact analysis, and sensitivity testing to support leadership decision-making.

Executive & Leadership Compensation

• Support the design, assessment, and ongoing administration of executive and senior leadership compensation programs, including base pay, incentive opportunities, and equity-based awards.
• Perform executive and leadership benchmarking, pay mix analysis, and competitive positioning.
• Develop clear, data-driven materials, analyses, and recommendations to support senior leadership and Compensation Committee discussions.
• Assist with executive compensation reporting, disclosures, and supporting documentation, ensuring accuracy and consistency with governance frameworks.

Market Intelligence & Benchmarking

• Partner proactively with business leaders, Talent, and HR to identify business-critical and growth-driving roles, emerging skill needs, and evolving talent priorities.
• Lead market intelligence and benchmarking efforts for these roles, staying ahead of external market trends, pay practices, and competitive dynamics.
• Translate market insights into forward-looking recommendations to ensure rewards are competitive and compelling for attraction, retention, and engagement of key talent.
• Continuously monitor external trends and internal talent movements to anticipate compensation risks and opportunities.

Strategic Projects, Global Initiatives & Enablement

• Support global compensation initiatives, including incentive framework enhancements, pay structure reviews, and compensation support tied to job architecture and leveling outcomes.
• Contribute to cross-regional alignment efforts to improve consistency, scalability, and effectiveness of compensation programs.
• Partner with the global compensation team on compensation communication and education, including the development of leader and HR materials, toolkits, and FAQs.
• Support special projects that enhance compensation processes, program clarity, and capability across the organization.

Requirements

• Bachelor's degree required; Master's degree preferred in Human Resources, Business, Finance, Economics, or related field.
• CCP or progress toward CCP strongly preferred.
• 6-8 years of progressive experience in compensation or total rewards.
• Prior experience with a compensation consulting firm (e.g., Willis Towers Watson, Mercer, Aon, Radford) highly preferred.
• Hands-on experience with compensation analysis, incentive plan design support, and market benchmarking.
• Exposure to executive or senior leadership compensation programs.
• Experience in a global and/or publicly traded company environment; Biotech, Pharma, or Life Sciences experience preferred.
• Advanced Excel skills (complex formulas, pivot tables; macros a plus).
• Experience with compensation tools and HR systems (Workday preferred).
• Familiarity with compensation surveys and benchmarking methodologies.
• Exceptional analytical and modeling skills (Excel, scenario modeling, cost analysis).
• Strong ability to translate data into practical insight.
• High attention to detail and strong professional judgment.
• Executive presence with the ability to influence without authority.
• Pragmatic, delivery-oriented mindset with a strong attention to detail.

#Li-MP1

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The base pay range below is what Legend Biotech USA Inc. reasonably expects to offer at the time of posting. Actual compensation may vary based on experience, skills, qualifications, and geographic location. The company reserves the right to modify this range as needed and in accordance with applicable laws.

Other Types of Pay: Performance-based bonus and/or equity is available to employees in eligible roles.

Benefits and Paid Time Off: Medical, dental, and vision insurance as well as a 401(k) retirement plan with a company match that vests fully on day one. We offer eight (8) weeks of paid parental leave after just three (3) months of employment, and a paid time off policy that includes vacation time, personal time, sick time, floating holidays, and eleven (11) company holidays. Additional voluntary benefits include flexible spending and health savings accounts, life and AD&D insurance, short- and long-term disability coverage, legal assistance, and supplemental plans such as pet, critical illness, accident, and hospital indemnity insurance. We also provide voluntary commuter benefits, family planning and care resources, well-being initiatives, and peer-to-peer recognition programs; demonstrating our ongoing commitment to building a culture where our people feel empowered, supported, and inspired to do their best work.

Pay Range (Base Pay):

$168,372-$220,988 USD

Please note: These benefits are offered exclusively to permanent full-time employees. Contractors are not eligible for benefits through Legend Biotech.