Compensation & Total Rewards Strategy
Partner with senior leadership to design and maintain the company's compensation philosophy, pay structures, and job leveling framework across research, clinical, and corporate functions
- Lead annual compensation benchmarking using industry-standard biotech/life sciences surveys (e.g., Radford Global Life Sciences Survey)
- Partner with senior leadership and Finance to prepare executive compensation analyses and materials for the Board Compensation Committee
- Conduct regular pay equity audits and propose solutions to address any identified gaps proactively
- Manage the annual merit cycle and off-cycle compensation review processes
- Review and recommend compensation for new hire offers to ensure alignment with pay bands and internal equity
Benchmark benefits programs against biotech/life sciences market data and make recommendations to keep offerings competitive, alongside managing statutory compliance across all jurisdictions
Own the annual benefits renewal process, including evaluating and selecting carriers/plans, negotiating rates and terms, and leading open enrollment execution and employee communications
Manage relationships with benefits brokers and vendors, including contract negotiations and ongoing service management
Support administration and oversight of the company's retirement (401(k)) program
Serve as the point of escalation for employee benefits issues and leave-related matters (e.g., short-term/long-term disability, FMLA, and other leaves), coordinating with carriers, and leave administrators as needed to ensure smooth resolution
HRIS & People Data
Own administration of the company's core HRIS platform, ensuring it scales for multi-country compliance and reporting needs
Manage onboarding and offboarding processes within the HRIS and related systems, ensuring new hires and departing employees are accurately and promptly reflected across HR, benefits, and payroll-adjacent platforms
- Ensure accuracy and consistency of employee records across systems, including data that feeds into financial and SEC disclosures
- Build reporting and dashboards to support headcount planning, attrition analysis, and compensation modeling for leadership and the Board
- Serve as the internal systems expert, managing integrations between HRIS, benefits, and other people systems
- Ensure I-9 and work authorization documentation is complete, accurate, and organized for audit purposes
- Compliance & Public Company Readiness
- Support preparation of compensation-related disclosures for SEC filings
- Maintain audit-ready documentation to support SOX internal controls testing related to compensation and benefits data
- Monitor pay equity, pay transparency, and pay data reporting obligations applicable to a public company, and help ensure the company stays ahead of them
- Monitor multi-country pay and benefits compliance requirements, partnering with EOR/PEO providers and outside counsel as needed
- Serve as a key HR point person for compliance reviews or other due diligence workstreams as needed
What You Bring
- Required: 8+ years of progressive experience in compensation, benefits, and/or HRIS, including at least 3+ years in a total rewards leadership capacity
- Prior experience at a biotech, pharma, or life sciences company
- Working knowledge of equity compensation programs (options/RSUs) and how they factor into total rewards benchmarking
- Hands-on experience implementing or administering an HRIS platform (e.g., ADP)
- Demonstrated experience preparing compensation materials for board/comp committee audiences
- Excellent analytical skills with high attention to detail; advanced Excel skills for compensation analysis and benchmarking
- Excellent written and verbal communication skills, with the ability to translate complex compensation and benefits concepts for employees, managers, and executive audiences
- High degree of discretion and sound judgment in handling confidential and sensitive employee data
- Strong project management skills, with the ability to manage multiple concurrent workstreams (e.g., merit cycle, open enrollment, HRIS projects, audits)
- Ability to thrive in a small, lean HR team — comfortable driving execution independently while partnering closely with senior leadership on strategy
This position is classified as exempt. The anticipated annual base salary range for candidates who will work in Watertown is $206,400 - $234,520. The final base salary offered to the successful candidate will be dependent upon several factors that may include but are not limited to the type and length of experience within the job, and other factors. Treeline Biosciences is a multi-state employer, and this salary range may not reflect positions that work in other cities or states.
Recruitment fraud statement
Please be aware of recruitment fraud and related job scams, where scammers present themselves as recruiters but are seeking to steal money or personal information. Keep the following in mind to protect yourself:
Treeline Biosciences will never ask for money from you as part of our recruitment process. Do not provide bank details or pay somebody for the promise of a job at Treeline.
We do not conduct interviews through RingCentral, Skype or Telegram.
Our job openings are first posted to treeline.bio/careers. If you locate a listing for a Treeline job on another site, please ensure it is also posted on our careers website.
You can find more information about job scams at consumer.ftc.gov/articles/job-scams.
To report job scams, head to ReportFraud.ftc.gov.
Notice to Search Firms/Third-Party Recruitment Agencies (Recruiters)
The Human Resources team manages the recruitment and employment process for Treeline Biosciences. To protect the interests of all parties involved, Treeline Biosciences will only accept resumes from a recruiter if an executed search agreement directed to the particular position or positions is in place at the start of the recruitment effort.
Unsolicited resumes sent to Treeline Biosciences from recruiters do not constitute any type of relationship between the recruiter and Treeline Biosciences and do not obligate Treeline Biosciences in any way to pay fees should we hire from those resumes. Recruiters are requested not to contact or present candidates directly to our hiring manager or employees.
