Sr. Manager, Compensation or Associate Director, Compensation

Knoa Pharma LLC; Stamford (CT); On-site; USD 130,000 - 210,000; Full time

Job summary

Knoa Pharma LLC in Stamford, CT oversees executive and broad-based compensation programs. The role partners with HR leadership and external consultants to design, analyze, and govern compensation, ensuring alignment with performance, compliance, and business objectives.

The Sr. Manager/Associate Director will manage day-to-day compensation processes, prepare Board materials, and support fiscal planning, including HRIS, Excel analytics, and vendor coordination.

Qualifications

• Bachelor’s Degree required; advanced degree desirable.
• 10+ years of progressive experience in designing and managing compensation programs in organizations of comparable scale and complexity.
• 15+ years of progressive experience in designing and managing compensation programs in organizations of comparable scale and complexity.

Responsibilities

• Support the VP, Human Resources and external compensation consultant in evaluating and developing recommendations for the Company’s executive and broad-based compensation programs.
• Partner with senior management in developing corporate scorecards and performance metrics for incentive plans.
• Develop analyses and materials for compensation plans and governance.
• Manage day-to-day compensation processes, including year-end planning and data management in Dayforce.
• Prepare materials for the Compensation Committee and Board reviews.
• Draft compensation policies and communications for review and approval.
• Collaborate with HR, Finance, and external advisers on analyses and budgets.
• Support ad hoc analytics and workforce reporting projects.

Skills

Compensation administration

Analytical skills

HRIS experience

Excel proficiency

Project management

Finance acumen

Vendor coordination

Board communications

Education

Bachelor’s Degree

Advanced degree desirable

Job description

Position Summary

Manages the implementation, analysis, and communication of the Company’s executive and broad-based compensation programs. Working in conjunction with the VP, Human Resources and the Company’s external compensation consultant, develops analyses and recommendations to support compensation program design and governance. Manages day-to-day compensation processes and infrastructure, helps maintain alignment between pay and performance, and supports programs that are competitive, compliant, and aligned with the Company’s business objectives.

Core Responsibilities

• Support the VP, Human Resources and external compensation consultant in evaluating and developing recommendations for the Company’s executive and broad-based compensation programs. Implement and administer approved programs in alignment with the Company’s compensation strategy, business objectives, market practices, and applicable legal requirements.
• Partner with senior management, including the VP, Human Resources, in the development of the corporate scorecard for the Annual Incentive Plan, and the performance metrics for the Long-Term Incentive Plans.
• Develop analysis, modeling, and supporting materials for the VP, Human Resources and external compensation consultant related to the Annual Incentive Plan and corporate scorecard and performance metrics for the Company’s long-term incentive plans.
• Manage the day-to-day administration of the Company’s compensation programs, including the year-end compensation planning process in Dayforce, compensation statements, program data, and the Company’s participation in compensation surveys.
• Prepare analyses and draft materials for the Compensation Committee of the Board of Directors. Work in conjunction with the VP, Human Resources and external compensation consultant to support Committee meeting preparation and presentations, as appropriate.
• Draft compensation policies, guidelines, procedures and communications for review and approval by the VP, Human Resources.
• Partner with HR Business Partners and Talent Acquisition colleagues to provide analysis and recommendations regarding new hire offers and other employee pay considerations, escalating significant or exceptional matters to the VP, Human Resources.
• Partner with Finance to provide compensation program estimates, forecasts and spend analyses for the Company’s compensation programs.
• Support HR ad hoc analytical projects, such as turnover analysis and severance calculations and related workforce reporting through Dayforce.

Education and Experience

Sr. Manager Requirements

• Bachelor’s Degree required; advanced degree desirable

• 10+ years of progressive experience in designing and managing compensation programs in organizations of comparable scale and complexity

Associate Director Requirements

• Bachelor’s Degree required; advanced degree desirable
• 15+ years of progressive experience in designing and managing compensation programs in organizations of comparable scale and complexity

Knowledge, Skills and Abilities

• Demonstrable knowledge of contemporary practices in compensation administration
• Ability to develop sound analyses and recommendations and build effective working relationships with HR colleagues, Finance and external advisers
• Demonstrable ability to achieve goals through partnering and building relationships with senior managers
• Experience supporting the configuration and maintenance of HRIS compensation modules
• Proficiency in Microsoft Excel, including formulas, pivot tables, and data analysis
• Ability to manage multiple concurrent projects, meet deadlines, and maintain accuracy
• Excellent business and financial acumen
• Experience coordinating with third‑party consultants and vendors
• Experience preparing analysis and materials to support Board-level and Compensation Committee interactions

Physical and Environmental Requirements

• This position is primarily sedentary and performed in an office or professional work environment. Essential functions include the ability to sit for extended periods, use a computer and other office equipment, communicate effectively, and occasionally move within the work area.
• This position is primarily office‑based with occasional travel required (up to 5%), including overnight travel as needed.

Supervisory Requirements

This role does not have direct supervisory or managerial responsibility.

Additional Information

This job description is not intended to be an all‑inclusive list of duties and responsibilities and may be modified as business needs require.