Sr. Director, Compensation

Xeris Pharmaceuticals•Chicago, IL

4d•$215,000 - $290,000•Hybrid

About The Position

The Sr. Director, Compensation is a critical leadership role on the HR team responsible for leading the design, development, and execution of our global compensation programs. This role will ensure our compensation offerings are market-competitive, performance-driven, and aligned with our business goals as a publicly traded biopharmaceutical company scaling for growth. The ideal candidate brings deep expertise in executive and broad-based compensation, strong analytical and governance capabilities, and experience working with a Compensation Committee of the Board. This individual will play a critical role in attracting, motivating, and retaining top talent while supporting the Company’s mission to bring innovative therapies to patients. This position requires a blend of strategic leadership, operational excellence, and deep expertise in compensation programs and practices, equity programs, and public company requirements.

Requirements

Bachelor’s degree in Business, Human Resources, Finance, or other related field required; Advanced degree, CCP or CECP certification highly desired
Minimum 15 years of progressive experience in compensation, including executive compensation, equity programs, sales incentive compensation, market benchmarking and governance. Other relevant experience in HR such as HRIS, benefits and payroll a plus.
5+ years directly leading a team. Experience building and scaling teams preferred.
Strong understanding of regulatory frameworks (FLSA, SEC, SOX, and tax compliance).
Experience in a publicly traded company in the biotechnology, pharmaceutical industries
Demonstrated ability to influence senior leaders and partner with Boards or Compensation Committees.
Acumen for development of automated systems
Proven success utilizing artificial intelligence to drive efficiencies and effectiveness in compensation management
Advanced Excel and HRIS proficiency (such as pivot tables, vlookups and advanced formulas)
Leadership, Influencer, Professional Integrity, Discretion, Innovative, Independent Judgement, Teamwork/Collaboration, Verbal & Written Communication, Project Management, Attention to Detail, Analytical & Critical-Thinking Skills, Data Interpretation, Adaptability

Responsibilities

Compensation Strategy & Governance Lead the strategy development and administration of broad-based and executive compensation programs, including base pay, incentives, and equity.
Partner with the SVP of HR, executive management, and the Compensation Committee of the Board to design and recommend annual compensation strategies and policies.
Oversee annual compensation cycles (merit, bonus, and equity planning), ensuring alignment with business performance and market competitiveness.
Collaborate with Sales Operations team to ensure sales incentive compensation programs are effective and aligned to the Company’s overarching compensation philosophy.
Lead the development of educational tools and resources, including the facilitation of training on compensation programs for the organization.
Provide market analyses, benchmarking, and insights to guide talent and organizational decisions.
Ensure compliance with SEC, IRS, and other regulatory requirements related to executive compensation and disclosures (e.g., CD&A, proxy statements).
Oversee global payroll operations, ensuring timely and accurate processing for all employees.
Ensure compliance with federal, state, and international payroll tax laws and reporting requirements.
Partner with Finance, HRIS, and Legal to ensure robust controls and audit readiness for all payroll and related processes.
Drive process improvements, automation, and integration across HR, Finance, and systems platforms.
Partner with HRIS to enhance system capabilities that support compensation and payroll processes in Workday or similar systems.
Leverage data analytics to monitor pay equity, identify trends, and inform strategic decisions.
Maintain high standards of data integrity, confidentiality, and auditability across all compensation and payroll systems.
Lead and develop a high-performing team across the compensation and payroll function.
Establishes, directs, and allocates the necessary headcount and financial resources within the compensation and payroll function needed to support the company’s business strategy.
Collaborate closely with HR colleagues, finance, legal, sales operations.
Serve as a trusted advisor to senior management and the Board on compensation matters.
Serves as back-up to Benefits & HRIS colleagues
Participates in initiatives and/or other activities as required