Executive Director, Total Rewards and Human Resource Operations
Categories: Human Resources
Crinetics is a pharmaceutical company based in San Diego, California, developing much-needed therapies for people with endocrine diseases and endocrine-related tumors. We were founded by a dedicated team of scientists with the simple belief that better therapies developed from rigorous innovation can lead to better lives. Our work continues to make a real difference in the lives of patients. We have a prolific discovery engine and a robust preclinical and clinical development pipeline. We are driven by science with a patient-centric and team-oriented culture. This is an exciting time to join Crinetics as we shape our organization into the world’s premier fully integrated endocrine company from discovery to patients. Join our team as we transform the lives of others.
Position Summary:
The Executive Director, Total Rewards & HR Operations will be responsible to strategically lead the Compensation, Benefits, and HR Operations functions within the Human Resources department. This position will be key for transforming current rewards practices to support the company’s fast growth trajectory to an increasingly complex global organization. The Executive Director will lead the implementation of a new HRIS system to support current and future processes to maximize our efficiencies in HR related compliance and operations requirements. Reporting to the CHRO, the Executive Director will be our internal subject matter expert in compensation, benefits, wellness, operations and systems for Crinetics. This position is a San Diego based on-site/hybrid role with three days a week in our corporate headquarters.
Essential Job Functions and Responsibilities:
These may include but are not limited to:
- Lead all strategic global compensation, benefits and HR operations processes – salary planning & administration, variable pay development & administration, benefits & wellness programs, annual benefits design & open enrollment, and all HRIS/HR operations.
- Create and implement short-term (<3 Years) strategy plans, budget and staffing for department.
- Serve as a subject matter expert and trusted partner, owning the total rewards philosophy and approach. Recommend, develop and implement policies that align with our people strategy and ensures total rewards programs comply with federal and state laws.
- Benchmark activities across all areas of total rewards to elevate the understanding of our current and future competitiveness.
- Develop communication materials and training to educate our talent on total rewards philosophies, programs, and value. Create and communicate salary ranges/grades/bands and career ladders.
- Prepare materials for Board of Director’s compensation committee meetings and participate in meetings as required in collaboration with Legal, Accounting, Tax, and other external advisors.
- Develop executive offers and continually enhance offer process in collaboration with Talent Acquisition for optimal effectiveness and efficiencies in accordance with Total Rewards principles.
- Partner with Stock Administration and other internal partners to manage equity incentives and Employee Stock Purchase Program driving program effectiveness and enterprise-wide understanding.
- Manage job leveling, salary surveys, and market analysis to make comprehensive recommendations. Build internal tools and resources for leadership and team members to manage compensation decisions.
- Develop, implement, and administer related programs in a manner that ensures cost effectiveness, marketplace competitiveness, pay transparency and internal equity. For example, will manage, report, and administer our 401K and Deferred Compensation programs.
- Manage benefit vendors and plans, deliverables and processes to ensure competitive benefits package, proactive to new trends and up to date with the latest market data and insights and competitive with other biotech and technology companies.
- Lead all benefit and wellness programs, differentiating between statutory offerings and competitive practices.
- Plan, direct, and supervise all activities/employees relating to the administration and maintenance of employee benefits programs, including group health, life, and disability, and leave management in a complex, multi-state environment.
- Work in partnership with insurance consultants to ensure company compliance with Federal, State, and other regulatory agencies to limit company exposure to liability associated with fiduciary responsibilities.
- Remain current on benefits and employment law changes and trends and proactively offer input on actions needed to comply with U.S. employment laws, governmental agencies, or fiduciary requirements pertaining to U.S. employees and benefit plans, and our international benefits programs.
- Facilitate required government reporting, non-discrimination testing, and required employee communications.
- Lead HR Operations team and owns HRIS system implementation and day to day requirements.
- Develop and streamline onboarding/offboarding processes to ensure a positive experience for employees and compliance with company policies.
- Manage and provide guidance/training for direct reports; provide regular feedback and coaching for their professional development.
- Other duties as assigned.
Education and Experience:
Required:
- Bachelor’s degree, with 15+ years of progressive experience in compensation, equity, benefits, and HRIS (An equivalent combination of experience and education may be considered).
- Minimum of 12 years’ experience managing and developing people.
- Must have Life Science/Pharmaceutical industry experience.
- Highly preferred to have worked at a fast-paced Biotech or Life Science organization, bringing credibility, energy and enthusiasm to the Human Resources function, founded in sound strategy and long-term success.
- Roll-up-your-sleeves mentality, as this is a senior leadership position but heavily involved in individual contributor work with a desire to build programs and systems.
- Excellent influence skills and proven ability to influence senior executives as well as junior team members. Ability to interact, present and influence various internal and external audiences.
- Experience managing self-funded and fully funded plans required.
- Demonstrated experience with base salary, market pricing, variable pay, job evaluation, promotions, market adjustments, and cost modeling.
- Experience in high-growth environments with the ability to handle shifting priorities and multitasking with tight deadlines.
- Clear communications that can bridge a big-picture vision and a tactical plan for understanding at all levels of employees.
- Strong business acumen, financially astute, and detail oriented.
- Experience opening global entities and supporting all areas of HR Operations.
- Effective and collaborative communicator – written and verbal, with high comfort level for presenting.
- Effective interpersonal skills to collaborate effectively and build strong relationships.
- Experience working in public companies and SOX compliance.
- Vendor management experience strongly desired.
- Extensive experience with Microsoft Office Suite coupled with knowledge of executive compensation tools (i.e., Equilar and ISS) and financial tools (e.g., CAP IQ). Experience implementing Workday highly preferred.
- Ability to maintain confidentiality and handle sensitive information with absolute discretion.
Preferred:
- SPHR or SHRM-SCP preferred; Certified Comp Professional (CCP) preferred.
Physical Demands and Work Environment:
Physical Activities: On a continuous basis, sit at desk for a long period of time; intermittently answer telephone and write or use a keyboard to communicate through written means. Some walking and lifting up to 25 lbs. may be required. The noise level in the work environment is typically low to moderate. The physical demands described above are representative of those that must be met by an employee to successfully perform the essential functions and responsibilities of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions and responsibilities.
Laboratory Activities (if applicable): Biology and chemical laboratory environment experience needed. Environmental health and safety requirements also apply.
Travel:
You may be required to travel for up to 10% of your time.
The Anticipated Base Salary Range: $245,000 – $285,000
In addition to your base pay, our total rewards program consists of a discretionary annual target bonus, stock options, ESPP, and 401k match. We also provide top-notch health insurance plans for employees (and their families) to include medical, dental, vision and basic life insurance, 20 days of PTO, 10 paid holidays, and a winter company shutdown.
The final salary offered to a successful candidate will be dependent on several factors that may include but are not limited to the type and length of experience and education. Crinetics Pharmaceuticals is a multi-state employer, and this salary range may not reflect positions that work in other states. Your recruiter can share more about the specific salary range during the hiring process.
Equal Opportunity Employer:
Crinetics is proud to be an Equal Opportunity Employer. We provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of sex, sexual orientation, gender (including gender identity and/or expression), pregnancy, race, color, creed, national or ethnic origin, citizenship status, religion or similar philosophical beliefs, disability, marital and civil union status, age, genetic information, veteran status or any personal attribute or characteristic that is protected by applicable local, state or federal laws.
Vaccination requirement:
Following extensive monitoring, research, consideration of business implications, and advice from internal and external experts, Crinetics requires that all employees and contractors be fully vaccinated and have received the COVID-19 vaccines as a condition of employment. “Full vaccination” is defined as two weeks after both doses of a two-dose vaccine or two weeks since a single-dose vaccine has been administered. Anyone unable to be vaccinated, either because of a sincerely held religious belief or a medical condition or disability that prevents them from being vaccinated, can request a reasonable accommodation.