At JAX, PEOPLE are at the heart of everything we do. We are ONE TEAM, working together to transform science and medicine. We understand that INTEGRITY is imperative and we believe in careful STEWARDSHIP of our resources and relationships. We strive for EXCELLENCE in all aspects of our work, driving INNOVATION through curiosity, creativity and ingenuity.

The Associate Director of Compensation is a key strategic partner responsible for shaping and driving the compensation function within the Total Rewards team to align with the organization's overall goals. Reporting to and working closely with the Senior Director, Total Rewards, the Associate Director is responsible for leading JAX wide, variable, and executive compensation support activities including but not limited to job evaluations, market analysis and benchmarking, salary surveys, incentive plan designs, process mapping, policy interpretation, compensation database and system maintenance and administration. This role will provide compensation consultation for various business stakeholders including helping identify compensation problems, potential solutions, and influencing business leaders to make decisions aligned with the JAX compensation philosophy. The Associate Director will serve as lead for the compensation team, a liaison for compensation-related matters.

This role is remote with travel to all JAX locations as needed.

Key Responsibilities (What you contribute)

Develop and implement compensation strategies that support organizational goals and drive business performance.

Collaborate cross-functionally across both HR as well as the organization to identify compensation needs and create actionable plans.

Design and maintain competitive salary structures and pay grades based on market research and internal equity.

Regularly review and update policies to ensure relevance and effectiveness.  

Prepare and present reports on key compensation activities, trends, and performance indicators.

Lead, mentor, and develop the compensation team to ensure high performance and professional growth.

Foster a collaborative and supportive team environment.

Support organizational change initiatives, including restructuring and process improvements.

Develop and manage incentive and bonus programs, including short-term and long-term incentives, to drive performance and reward achievements.

Conduct regular market research to analyze compensation trends, salary benchmarks, and competitive practices.

Compare the organization’s compensation programs with industry standards and competitors to ensure competitiveness, attraction and retention of top talent.

Oversee job evaluations and conduct job pricing to ensure accurate classification and compensation levels in during activities such as re-orgs.

Manage the annual salary review process, including performance-based adjustments, promotions, merit and incentive-based increases.

Conduct annual compensation program evaluations as needed.

Ensure all compensation practices comply with relevant laws and regulations, such as the Fair Labor Standards Act (FLSA) and Equal Pay Act.

Other duties and responsibilities as assigned.

Knowledge, Skills, and Abilities (What you're good at)

Bachelor’s degree, Master’s degree preferred

7-10 years of prior experience with ideally 5+ as a people manager

Prior Workday experience required

Strong understanding of Compensation and HR principles, practices, and employment laws.

Familiarity with compensation and HR information systems (Workday preferred) and data analytics.

Strong strategic and collaborative thinking and problem-solving abilities.

Excellent communication and interpersonal skills, with the ability to influence and collaborate effectively across both HR as well as the organization.

Proficient in managing multiple projects and priorities in a dynamic environment.

Ability to lead and inspire a team, driving performance and development.

Capacity to analyze data and derive actionable insights for HR strategies.

Competency in handling complex and sensitive compensation issues with discretion and professionalism.

Commitment to maintaining confidentiality and ethical standards in handling sensitive information and making impartial decisions.

Familiarity with employee benefits and their impact on overall compensation packages.

Expertise in conducting market research and benchmarking to compare and align compensation practices with industry standards and competitive trends.

Strong organizational skills and attention to detail

Possesses a continuous improvement mindset and willingness to learn.

Ability to address complex compensation issues, resolve disputes, and make decisions that balance organizational needs with employee expectations.

Pay Range: $113,718 - $190,388 based on total years of related experience

About JAX:

The Jackson Laboratory is an independent, nonprofit biomedical research institution with a National Cancer Institute-designated Cancer Center and nearly 3,000 employees in locations across the United States (Maine, Connecticut, California), Japan and China. Its mission is to discover precise genomic solutions for disease and empower the global biomedical community in the shared quest to improve human health.

Founded in 1929, JAX applies over nine decades of expertise in genetics to increase understanding of human disease, advancing treatments and cures for cancer, neurological and immune disorders, diabetes, aging and heart disease. It models and interprets genomic complexity, integrates basic research with clinical application, educates current and future scientists, and provides critical data, tools and services to the global biomedical community. For more information, please visit www.jax.org​​​​​​​.

EEO Statement:

The Jackson Laboratory provides equal employment opportunities to all employees and applicants for employment in all job classifications without regard to race, color, religion, age, mental disability, physical disability, medical condition, gender, sexual orientation, genetic information, ancestry, marital status, national origin, veteran status, and other classifications protected by applicable state and local non-discrimination laws.